![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732260254126alpha%20corp.jpg\")
Make a format to have fruitful review in a quick time .
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Mia said, “Let’s share one wild idea to boost our social media!”
James suggested, “What about a customer challenge to post content using our products?”
“Great!” Mia replied. Sarah added, “We could run a contest!”
Tom chimed in, “Let’s do a funny team video using our products!”
Laughter filled the room, and Emma proposed a hashtag challenge for customers.
The team quickly combined their ideas into an exciting plan.
Mia grinned, “This shows the power of teamwork! Every voice matters.”
Energized, the team left, inspired by their collaboration and creativity.
Emma, a new account manager at BrightWave Marketing, felt overwhelmed by the pressure for big results. After receiving harsh feedback on her presentation, she doubted her contributions.
During a team meeting, her manager, David, encouraged everyone to share their small wins. Hesitant at first, Emma mentioned her successful social media campaign. To her delight, the team celebrated her achievement, lifting her spirits.
As the team regularly acknowledged small victories, Emma gained confidence. When they landed a major client, she raised her glass in celebration and said, “Every step counts!”
In that moment, Emma realized that celebrating small wins not only boosted morale but also paved the way for greater success. Every victory mattered!
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732258608750celebrate.jfif\")
\"Challenges are opportunities in disguise; seek solutions, not excuses.\"
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732258087126solutiion.jfif\")
\"Every step forward is progress; acknowledge and celebrate the journey.\"
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732257442344Gemini_Generated_Image_k0m9amk0m9amk0m9.jfif\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732257155451bea%20a%20problem%20solver.jfif\")
Managers should be able to identify and solve problems. This mantra encourages managers to take a proactive approach to problem-solving.
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","bookmarksUsers":["66cc5d65b9d4b00fc7ddd4d9"],"tags":["Manager Mantras"],"reactions":[],"isActive":true,"userId":"66cc5d65b9d4b00fc7ddd4d9","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"lastLogin":"2024-11-22T00:00:00.000Z","userType":"H"},"personalInfo":{"name":"Shaktidhara Muduli","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Chubb Business Services","gender":null}},"_id":"674023ea89d28849439089e9","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-11-22T06:24:31.635Z","updatedAt":"2024-11-22T07:06:52.453Z"},"postText":"The Balance Beam","postDescription":"In the bustling city of Oakwood, Lisa Thompson was a dedicated marketing manager at a vibrant tech startup called Innovatech. Initially thrilled by her new job, she quickly found herself overwhelmed by relentless deadlines and endless projects. Late nights and missed family dinners became her norm, leaving her drained and unfulfilled.
One day, after a grueling week, Lisa collapsed into a park bench, feeling completely exhausted. As she looked around at families enjoying picnics and friends laughing together, a realization struck her: she had lost the balance between work and life.
That evening, inspired by her surroundings, Lisa decided to take action. The next day, she approached her manager, Alex, and expressed her need for a healthier work-life balance. To her surprise, Alex was supportive and proposed a \"wellness day\" initiative—one day each month when the team could engage in activities that nurtured their well-being.
As the months went by, Lisa began attending yoga classes and making time for hobbies. Hiking trips and office picnics became regular occurrences, fostering connection and fun among her colleagues. With a renewed spirit, Lisa found her creativity flourished, and her productivity soared.
Reflecting on her journey, Lisa understood that success wasn’t just about hard work; it was about embracing life’s moments. Through a commitment to balance, she discovered not just a healthier lifestyle, but also the joy of thriving both at work and in her personal life.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/66cc5d65b9d4b00fc7ddd4d9_1732259206164woklife.jpg\")
I had fortnightly with my Regional Managers couple of days back, used CDI framework which has shown some significant difference compared to previous reviews.
This time Managers were more open in their views and ready to accept challenges.
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The Blue Star Dadra team made a mark on the global stage, competing among over 7,500 participants from countries such as China, Indonesia, Malaysia, Taiwan, Thailand, Sri Lanka, Japan, the Philippines, South Korea, Bangladesh, Mauritius, and Singapore. Their achievements showcase Blue Star's commitment to quality and innovation.
These accomplishments underscore Blue Star's dedication to excellence and reinforce our leadership in HVAC innovation on the international stage
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By showing genuine care and respect in both private and public conversations, we create an environment where team members feel valued, safe, and empowered.
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I encourage everyone to actively engage with teams and foster an environment that embodies the principles of Connect, Develop, and Inspire. Everyone was super excited and agreed, Together, we can make a significant impact and drive our goals forward.
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Advocating for your team is essential for creating a supportive and productive work environment. Here are some strategies to effectively advocate for your team:
Amplify Their Voices: Ensure that your team members' ideas and concerns are heard by senior leaders. Act as a bridge between your team and upper management, advocating for their needs and suggestions.
Advocate for Their Well-being: Promote a healthy work-life balance and discourage excessive workloads. Encourage breaks and time off to prevent burnout.
Flexible Work Arrangements: Offer flexible work options, such as remote work or flexible hours, to accommodate different needs and preferences.
Fight for Fair Treatment: Address any injustices or unfair treatment within the team. Stand up for your team members and ensure they are treated with respect and fairness.
Model Positive Behavior: Lead by example. Demonstrate the behaviors and attitudes you want to see in your team, such as integrity, empathy, and dedication.
Be a Role Model: Show your team what it means to be a good leader. Inspire them through your actions and decisions.
Empower Your Team: Give your team members the autonomy to make decisions and take ownership of their work. Trust them to do their jobs well and provide guidance when needed.
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Execution of knowledge is Power.
Execution skill is very essential for team to achieve best for the organisation.
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Some of the ways to encourage the team members are -
Learning to think clearly isn’t just about using your brain—it’s about involving your heart and body too. When we connect our thoughts with what we feel and stay grounded in the present, things start making more sense.
It’s like putting puzzle pieces together. each part—mind, heart, body—helps us see the full picture. Let’s train ourselves to think holistically and gain real clarity.
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Emphasize how the idea or tool can improve productivity, process effectiveness, and potentially prevent opportunity loss.
Use specific examples and numbers to illustrate the positive impact your proposal could have.
This is your chance to show that you’re thinking strategically and that you understand the bigger picture.
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Happy reading and sharing!
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Management Manager
As People Managers we need to continuously reflect on how we are as People Managers, what we can do better and where we can improve.
There is no place for complacency or sitting on past laurels.
It's hard work but worth every invested moment as the results coming from highly engaging teams are amazing.
We need to develop the known self -weakness as well as actively seek feedback from team members, peers & managers to check our progress to broaden the Leadership Horizon.
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A lot is expressed about Boss Vs Leader.
Write your version in comments.?
→Received interesting Comments… check it out.
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Lead with the calm mind .Don't burn out your team .
Smart leaders know that a balanced, stress-free team is the secret sauce for long-term success and innovation
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Consider the scenario of an employer or leader receiving frequent complaints about delayed data from a stakeholder. A knee-jerk reaction might involve immediately responding with justifications or apologies, potentially escalating tensions. However, a more patient approach could yield far better results.
By taking a step back and analyzing the situation, one can gather the necessary information to understand the root causes of the delay. This might involve collecting data, consulting with team members, or reviewing project timelines. Armed with this knowledge, it's possible to provide a comprehensive explanation, outlining the reasons for the delay and offering a realistic timeline for completion. Additionally, expressing appreciation for the stakeholder's patience can help to maintain a positive relationship.
Instead of creating rifts and fostering a negative work environment, patience allows us to approach challenges with empathy and understanding. By taking the time to gather information, consider different perspectives, and communicate effectively, we can build stronger relationships, improve productivity, and ultimately achieve our goals.
In conclusion, patience is a valuable asset in the workplace. By practicing patience, we can navigate challenges with grace, foster positive relationships, and create a more productive and fulfilling work environment.
The main hindrances towards success are the following three human emotions and having control over them is the first step on success.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/652392f1aec341598aedeeb3_1725005796903image.png\")
The leader leads, and the boss drives.
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“Even a reply on mail good work” goes miles !
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While the importance of feeling appreciated varies by individual, it is essential to fostering a positive relationship — be it the workplace or at home. When someone feels appreciated and valued, it affirms the commitment they’ve made to a relationship or group and incentivizes them to continue contributing and excelling.
On the flip side, if appreciation is absent, an individual is less likely to feel connected or motivated to invest themselves in that relationship.
So what does this mean in the workplace?
As an employer or manager, hopefully, you’ve already recognized the need to acknowledge and thank your employees for their work.
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The most important cornerstone of Leadership is trust. A good leader must possess unwavering Integrity to inspire confidence among their team members. They are committed to doing the right thing, even when it’s hard. They are honest with their team members, clients and stakeholders and maintain transparency in their decision-making.
Integrity builds trust and synergy because when team members see their leader demonstrating honesty and transparency, they are more engaged and committed to their work.
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In our fast-paced world, where achievements and milestones often blur into a relentless stream of tasks and goals, the power of genuine recognition can sometimes be overlooked. Yet, the art of recognition holds a unique capacity to elevate, inspire, and foster a thriving community or workplace. Here's why mastering this art is essential and how we can incorporate it into our daily interactions.
Great People Managers love to see all the team members grow in their career. It is the responsibility of the Manager to know about each team member personally and being empathetic with them.
Which aspect you think is a great skill for the successful People Manager?
Good managers are great communicators, active listeners, and amazing supporters. These are traits you can learn. From learning to delegate to aligning your team's work with greater company goals.
Have you defined the persona of a Great People Manager™ for your Organization?
Great People Managers may differ depending on industry and context, but they are all similar in their ability to build trust to achieve sustained business results.
Are you a great people manager?
Source: Great Manager Institute®
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64a7eb2a33619c70c793a784_1721979114487Persona%20of%20a%20GPM.jpg\")
https://www.linkedin.com/feed/update/urn:li:activity:7222166857506557954/
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Gen Z is the generation of millennials (born between 1995-2005) who are currently in their teenage years and entering adulthood. As a generation, they have unique challenges and opportunities that will shape the future.
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A multi-generational workforce spans multiple generations. Now, a new generation of employees is entering the workplace to make them even more diverse. It includes employees born after the baby boomers, Generation X-ers, millennials, or those in their twenties and early thirties but also have elders working within their organization.
The benefits of having a multi-generational workforce are numerous: it allows for innovation and creativity to be integrated into the workplace more quickly; it helps to build bridges between different generations; it often challenges implicit norms and assumptions about what is “normal” for each age group; it fosters better communication and understanding among team members because they understand how perspective shapes reality.
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So, what does DEI stand for? It is an acronym for Diversity, Equity, and Inclusion. DEI is a framework designed to foster a work environment where every individual, regardless of their background, feels valued, and included, and has equal opportunities for growth and advancement. It’s about recognizing and celebrating differences while ensuring that everyone has a seat at the table. Though diversity, equity, and inclusion are closely related, there are subtle nuances you need to know.
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Read one article of ET HR World. Here are the highlights:
Read Full Article on this link.
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Can someone explain why does this happen?
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It is also important to be able to accurately remember the information that you learn, recall it at a later time, and use it effectively in a wide variety of situations. How can you teach yourself to learn? As you approach a new subject, incorporate some of the following tactics:
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Achieve togather more.
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We come across many hard-working people. Hard-work is a term that is interchangeably used with \"efforts\" and putting in more hours in work.
But I personally I classify hard-work in the following categories for myself & track whether me (and at times my team) are doing each everyday:
1. Out-thinking (a better strategy, a shortcut to save time/money)
2. Pure Effort (working longer, intensity)
3. Opportunistic (positioning yourself to take advantage of any opportunity)
4. Consistency (doing average things for longer)
5. Focus (saying no to distractions)
Every goal may not need all types of hard-work. But all types of hard-work are required to succeed.
Thoughts?
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Before people care about how much you know, they should know how much you care.
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When we are in team, we should listen to everybody very attentively. This will help us to get best thing which can be implemented in organisation.
If there are 100 team members giving 100 suggestions for one problem, then we have to screen suggestions and implement the one which you feel best for organisation.
In this case if the implemented suggestion fails, then 99 people will say, if you would have implemented my suggestion, then we would get better result.
All the suggestion are welcomed, but insisting for implementing my suggestions is not good.
Please listen attentively, brain storm the suggestions and come to conclusion. Adjust our thoughts with team members level and understand him. ![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17179065409581000415309.jpg\")
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\"The best way to predict the future is to create it.\" – Peter Drucker.
\"You don't have to be great to start, but you have to start to be great.\" – Zig Ziglar.
\"Success is walking from failure to failure with no loss of enthusiasm.\" – Winston Churchill.
\"Don't be afraid to give up the good to go for the
great.\" – John D
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d479d578abfd767746cd50_1716901859384GPM%20Certificate.jpg\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea5d8_1716541856108Screenshot_20240524_143933_LinkedIn.jpg\")
\"Young leaders will commit mistakes. That’s for sure. But my advice to them is simple: Do not waste your energy on conducting a post-mortem on past mistakes. Rather, learn not to repeat the same mistakes.\"- Mukesh Ambani
What do you think of his message? Do you agree with him?
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In an equal world, everyone has equal opportunities to survive and thrive. No one faces discrimination or unjust barriers to happiness and fulfillment. While there’s been progress in some areas, humanity is still a long way from equality. Why should we keep trying? Here are reasons why equality is important:
A person’s location, income, sexuality, gender, and race all play a part in the healthcare they can access. Why? These are traits that are often discriminated against. HealthyPeople.gov cites research identifying individual and structural discrimination as a possible harm to certain groups. Discrimination based on race is linked to health issues like high blood pressure, low birth weight, and general poor health status. If discrimination – both individual and structural – ended and everyone could access healthcare equally, communities would be healthier. Equality affecting other social health determinants (like education and economic stability) would also improve society’s health.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17159130305451000388144.jpg\")
A to-do list becomes a success list when we prioritize it.
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![\"How](\"https://media.licdn.com/dms/image/C4E12AQFuARXybT9qsg/article-cover_image-shrink_600_2000/0/1520092076442?e=2147483647&v=beta&t=Y5rkkQQnPY8wc6FEoCTn2Asc4HkwMd4hKL6_fMfw_xw\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/652392f1aec341598aedeeb3_1715756192067Equalitypng.png\")
Maintaining equality or giving equal importance to all team members despite of their performance is sometimes a great recognition to bring unity and completing the ultimate objective with manpower strength and with low cost. This differs a Great People Manager from others.
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The great dividing line between Success and Failure can be expressed in five words : “I did not have time”
__Franklin Field
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17153620571391000379121.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/65701d8194ab5c238183d669_1715346557049zone.jpg\")
As A leader it is very important to note in which Zone your team members featuring. You have to continuously switch your style of leadership depending upon the zone in which your team member operate.
For High Performing i.e Growth Zone team member to be patted and encouraged- Don't ever do micro management- they will get details motivated
Learning Zone team members to hand holded and shown them guidance. Should encourage them by giving challenging jobs and new projects to motivate them.
Team member in Fear Zone to be given lot of confidence, handholding direction. Closely working with the team and assigned buddy or senior resource for guidance.
Comfort Zone team members operate with out taking risk and had found one solution which they use in all situation and all problems. The will not take risks. What should be a leader 🤔 input to move team member out of comfort zone?
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1715319448403image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1715319335725image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1715315864439image.png\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea608_1715231812674e111608c-8552-47f6-acc5-0b23c51858ad.jpeg\")
![\"5](\"https://online.visual-paradigm.com/repository/images/1af8c97e-e4e0-43cd-8bd7-257026850b05/strategic-analysis-design/5-most-common-leadership-styles-strategic-analysis.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea5d8_1715188988693Screenshot_20240508_225002_LinkedIn.jpg\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1715075271356image.png\")
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Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could.
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![\"Instilling](\"https://my.optimus-education.com/sites/optimus-education.com/files/content-images/leadership_behaviours.png\")
Becoming a Great Manager is the journey of becoming Great Person.
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पूछो तो मिलेगा
Whatever you want, you should ask and then only you will get.
People don't ask and expect their requirement should meet.
If you are travelling in a train where a cup of tea will be served only once during start of the journey. You already had that free tea and now you required one more tea. You just ask for extra cup of tea to the person who is serving tea. What happens to maximin extent, he will refuse to serve tea. On other side, he can also bring the tea, if available with him. If you do not ask, how he will know what you want.
In every situation create a habit of asking for your desire or requirement, then only change starts.
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Have you ever heard of Majuli, the world's largest river island right in the middle of the mighty Brahmaputra River, in the state of Assam in India?
Brahmaputra is one of the few \"male\" rivers in the world. So powerful is Brahmaputra that half of Assam is under its water when this river is angry! Yet, Majuli stands up to the mighty Brahmaputra, refusing to disappear from its path, cocking a snook to one of the most powerful rivers in the world.
What does Brahmaputra do? Does it fight to obliterate Majuli from the face of the earth? Watch our youtube video to find out - https://youtu.be/b2UOPnJCO9g?si=6uMY-NOtTN_ctJ4p
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/62daaca26c3749bc6885c2b0_1713506423075Bramhaputra%20thumbnail.jpg\")
It's very important to understand what we should choose in our life and what not.
Power of choice gives us freedom to choose what we want. But we should use this power for betterment of our life.
If we choose good things, we will attract betterment in life, otherwise our life will be miserable.
Person will recognise and feel, \" I am what I am today because of choices I made yesterday.\"
No one can hurt you without your consent. But your wrong choice will definitely hurt you.
Choose the best from every situation of life and enjoy the life without any regret.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17134938074281000354587.jpg\")
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","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"6626104cb623db7823ef586f","userId":"654cd705805ef534b71b00c5","reaction":1,"createdAt":"2024-04-22T07:22:52.582Z"},{"_id":"663223fba042521e9571e75d","userId":"654333d71dba6958840ea666","reaction":1,"createdAt":"2024-05-01T11:14:03.706Z"},{"_id":"663ddbae0b128e08f8a1823c","userId":"6633704d1bff4b66be0972e7","reaction":1,"createdAt":"2024-05-10T08:32:46.286Z"},{"_id":"66c4748bbda8221891e9ee0e","userId":"65ce085320289f0c03a1a270","reaction":1,"createdAt":"2024-08-20T10:48:43.479Z"}],"isActive":true,"userId":"654cd705805ef534b71b00d2","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-10-24T00:00:00.000Z"},"personalInfo":{"name":"Jayachandran M","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Natwest","gender":"Male"}},"_id":"6621630e2a1dd926670840be","topThoughts":[{"userDetails":{"personalInfo":{"name":"Satyandra Yadav","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Havells","gender":"Male"},"_id":"654333d61dba6958840ea64c","managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-10-24T00:00:00.000Z"}},"isActive":true,"postId":"6621630e2a1dd926670840be","reactions":[],"thoughtText":"ok","timestamps":{"createdAt":"2024-10-23T11:58:24.697Z","updatedAt":"2024-10-23T11:58:24.697Z"},"userId":"654333d61dba6958840ea64c","userType":1,"_id":"6718e4e058e6755cf09a08b8"}],"visibility":2},{"timestamps":{"createdAt":"2024-04-18T05:21:54.357Z","updatedAt":"2024-04-18T05:21:54.357Z"},"postText":"What is self Leadership?","postDescription":"
![\"Discovering](\"https://images.squarespace-cdn.com/content/v1/61d69c11884e7269bdf67ac0/961409a1-81d0-4784-bcdb-e465a7def45d/Leadership+blog.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64fef7c433574945bcfc307a_1713363692397IMG_8606.jpeg\")
![\"How](\"https://www.betterworks.com/wp-content/uploads/2022/08/14daafd9-9f88-43ed-8442-1e9f3b0d944a_Untitled.jpg\")
We celebrated the day with all team members and encouraged who performed well in last quarter and given chance to those who want to share their experiences. Increased team connectivity and building relationships.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea61a_1713287236167Screenshot_20240416-220319_LinkedIn.jpg\")
I have had the good fortune of reading and immersing myself with author Simon Sinek's work; (i) Start with Why, and (ii) Find your Why. Both of these are phenomenal books. I would recommend any professional, especially managers and leaders to work through these 2 books (if you haven't yet). They help you tap into your your individual, group and organizational “Why”. Leading to fulfillment at your end, to align teams and create engaged organizations.
For starters look at “The Golden Circle”, to start at the heart with “Why”, go on the discover and describe your “How” and subsequently the “What”, and not the other way round. Very powerful tool! Happy Discovering! Cheers - Rohan (www.rohannabar.com)
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647607ce4b49bcffc4318694_1713248190145The%20Golden%20Circle.jpg\")
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![\"Leadership](\"https://blog.hubspot.com/hubfs/Google%20Drive%20Integration/DRAFT%20leadership%20styles.png\")
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![\"To](\"https://proactsafety.com/assets/images/articles/2017/to-be-a-better-leader-ask-these-four-questions-daily.png\")
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![\"6](\"https://www.liveandlearnconsultancy.co.uk/wp-content/uploads/2015/04/Which-Leadership-Style-are-You.png\")
![\"Sustainable](\"https://irc.queensu.ca/wp-content/uploads/2014/10/pictures_sustainable-leadership-development-framework.jpg\")
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GOALS AND HABITS
Goals are very important in our life. Goals will decide our journey.
It is very necessary to take the goals. At the start, take small Goals which can be manifested in decided time. Once goal manifests, brain accepts and agrees that I have capacity and capability to achieve anything which has decided. This will create magic in our life. Slowly you can take streach Goals. And you will see these Goals are also manifesting very rapidly.
Does it very easy?
No and yes also.
It is yes, because to achieve any goal we need to create some good habits. And definitely our habits helps in achieving Goals.
Are you ready to practice good habits.
If yes, you can follow some of the habits world's best leader follow.
1. Wake up early in the morning.
We daily wakeup early in the morning to go to our regular jobs/office. But do we wake up early morning on Sunday /holidays.
If we are following this every day without any break, then this will become habit.
2. Exercise
Exercise help our body to maintain fit and fine. This also circulates blood in body and activates each and every cell. This keep our brain healthy and active.
People says we have lot exercise during day while doing our regular work in office or factory. This is not the exercise. If you are doing regular exercise at decided time, then only it becomes habit.
3. Reading books
Reading books keeps us connected to the author. This will give new ideas and thoughts to our brains. Reading any book is good for our brain stimulation. This will change and correct our thinking pattern. Reading book regularly at decided time is the habit of book reading.
Apart from these three habits, there are many other habits which will help us to active the goals.
I hope we will create the habits in coming time and decide the goal and practice the same for achieving the same.
Create your life happy, healthy and wealthy by expanding all possibilities.
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Two Rules For Good Relationship
--------------------------------------------
Did you ever speak without thinking ,and then wish you could take back what you said. I am sure this happens to everyone.
Many times we talk to the people without thinking. This may lead to misunderstanding and creating problem in our relationships. To avoid this we should understand to next person. Many times this is very Difficult.
There are two rules which keep our relationships healthy. The more you use them, the better they work for you.
Rule no. 1: Think before you speak.
Rule no. 2: When you forget Rule no. 1, apologize quickly.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17129668186801000349821.jpg\")
![\"Competencies](\"https://cdn1.qualitygurus.com/wp-content/uploads/2021/12/Roles-Responsibilities-and-Competancies-of-Leaders-scaled.jpg?lossy=1&ssl=1\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6493d4152bf71e220f3c307d_17128892313451000349199.jpg\")
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![\"What](\"https://www.tekshapers.com/assets/ckfinder/userfiles/images/leader%204.png\")
![\"10](\"https://www.liveabout.com/thmb/n0rXY9ymjcQYOT8b2GavdHBV44I=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc()/tips-for-better-teamwork-1919225_v4-5b4dfa2746e0fb00371186e0.png\")
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How are you?
We generally answer this question very lightly, seems like a small thing. But we answer that question at least 10 times a day and perhaps 50 times also. It's not a small thing at all, its significant part of our daily conversation.
Response to this question are classified in three categories.
1. NEGATIVE RESPONSES.
These responses include phrases such as
-lousy
-terrible
-I am tired
-it's not my day
-don't ask
so so
2.MEDIOCRE RESPONSES
Here are some of the things people says
-I am ok
-it's ok
-not too bad
-same old
-fine
3.POSITIVE RESPONSES
This is positive approach. These are the enthusiastic people who says
-funtastic
-great
-excellent
-super
-I am on the top of the world.
Those who use positive words like these have a bounce in their step and you feel a little better just by being around them.
So answer the question \"how are you?\" in positive response words because words matters lot.
\" Repeat anything often enough and it will start to become you\" ____TOM HOPKINS
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712746510990image.png\")
![\"Fundamentals](\"https://fastercapital.com/i/Fundamentals-to-Inspire-Leadership-Within-Your-Company--How-to-Inspire-Others-to-Be-Leaders.webp\")
![](\"https://d73toastmasters.org/wp-content/uploads/2021/02/10-Things-Leaders-Do-1024x579.jpg\")
![\"Man](\"https://www.jmlalonde.com/wp-content/uploads/2023/08/The-Importance-Of-Work-Life-Balance-For-Leaders.jpg\")
Work-life balance is important not because working is bad. Nor is play bad. But when we can’t find time for either one, trouble arises.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712567873298image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712567715810image.png\")
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![\"7](\"https://every-day-development.com/wp-content/uploads/2021/01/inspired-leader.jpg?w=1200\")
![\"Effective](\"https://blog.acesence.com/wp-content/uploads/2023/04/Blog-covers-1280-%C3%97-720-px-3840-%C3%97-2160-px-4.png\")
Done the Performance coaching conversation and setting the goals for the coming year. Analyze the Strengths and weakness of team to take the corrective action. thanks
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![\"Team](\"https://www.defining-leadership.com/wp-content/uploads/2013/02/situational-leadership-model-teams-and-style.png\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712207236150image.png\")
![\"Why](\"https://media.licdn.com/dms/image/C4D12AQH5F0aGqtVzWg/article-cover_image-shrink_600_2000/0/1572537460016?e=2147483647&v=beta&t=DxCr0-Zl6pMdht1pUCWuTSNVEjRt-MTUnDPyMJaZzM8\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712202790672image.png\")
Effective feedback has the following seven qualities:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1712126285713image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651be3dc98cc1239ef46f2c7_1712123286435image.png\")
Before your are a leader- Success is all about growing your self. When You are a leader- Succe is all about growing your team.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712056679750image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712056502565image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1712035826543image.png\")
To become an effective coach, do the following seven things:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1712030751077image.png\")
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![\"10](\"https://d2ds8yldqp7gxv.cloudfront.net/Blog+Explanatory+Images/Management+Styles+2.webp\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1711704149278image.png\")
![\"Frontiers](\"https://www.frontiersin.org/files/Articles/872105/fpsyg-13-872105-HTML/image_m/fpsyg-13-872105-g001.jpg\")
![\"Inspirational](\"https://c8.alamy.com/comp/J9G2XK/inspirational-motivational-quote-leadership-is-the-capacity-to-translate-J9G2XK.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1711625006048image.png\")
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![](\"https://www.risely.me/wp-content/uploads/2023/05/Risely-Featured-Image-Aastha-_12_-1024x576.webp\")
![\"What](\"https://www.proofhub.com/articles/wp-content/uploads/2023/07/Mistakes-a-good-manager-should-never-make.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1711444605020image.png\")
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![\"7](\"https://brandbehavior.ro/wp-content/uploads/2017/08/great-managers-leadership-teamwork-communication-feedback-840x560.png\")
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![\"12](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1711085553107image.png\")
![\"Fear](\"https://149892498.v2.pressablecdn.com/wp-content/uploads/2021/04/fear-versus-respect.jpg\")
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![\"7](\"https://kitaboo.com/wp-content/uploads/2019/09/Image_1-1-5-1200x565.jpg\")
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","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"65fc2a41d8a8071a8d0db055","userId":"65680ba1db75f11391bed0f2","reaction":1,"createdAt":"2024-03-21T12:38:25.806Z"},{"_id":"65fd01fb09c8bb09ecd75f7d","userId":"654333d61dba6958840ea5a0","reaction":1,"createdAt":"2024-03-22T03:58:51.418Z"},{"_id":"66c476d9bda8221891e9f1ce","userId":"65ce085320289f0c03a1a270","reaction":1,"createdAt":"2024-08-20T10:58:33.362Z"}],"isActive":true,"userId":"654333d61dba6958840ea63c","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"6718983130aeb32087ec65e0","url":"certificate/654333d61dba6958840ea63c/9987.pdf","score":"90.99999999999997","badgeType":"GMC Certification","startDate":"2024-10-21T18:30:00.000Z","endDate":"2025-10-21T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-10-28T00:00:00.000Z"},"personalInfo":{"name":"Radha Raman","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/654333d61dba6958840ea63c/RR.jpg3a9927f3a9","company":"Havells","gender":"Male"}},"_id":"65fbc8b1592fb416e07758a0","topThoughts":[{"userDetails":{"personalInfo":{"name":"Nitai Kar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_6.png","company":"Ujjivan","gender":"Male"},"_id":"65ce085320289f0c03a1a270","managerInfo":{"communityBadge":[],"badge":[],"lastLogin":"2024-09-02T00:00:00.000Z","userType":"H","managerModerationStatus":"audit_in_progress"}},"isActive":true,"postId":"65fbc8b1592fb416e07758a0","reactions":[],"thoughtText":"Excellent","timestamps":{"createdAt":"2024-08-20T10:58:35.786Z","updatedAt":"2024-08-20T10:58:35.786Z"},"userId":"65ce085320289f0c03a1a270","userType":1,"_id":"66c476dbbda8221891e9f1e1"}],"visibility":2},{"timestamps":{"createdAt":"2024-03-21T04:24:06.216Z","updatedAt":"2024-03-21T04:24:06.216Z"},"postText":"Qualities of a Great Leader","postDescription":"
![\"10](\"https://cdn.etechgs.com/newetech2023/wp-content/uploads/2016/09/10-Inherent-Qualities-of-a-Great-Leader-1.png\")
All rounder manager is the one understands how all the different parts of the organization work together and achieve the overall results. But we very often don't spend enough time trying to understand what our colleagues do and why they do it and that contributes to the success of the company.
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The great manager should have the qualities of ABCD and he should teach ABCD to his juniors first.
A - Attitude, Attire
B- Behaviour
C- Communication
D- Domain expertise
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![\"10](\"https://blog.acesence.com/wp-content/uploads/2021/06/Infographics-10-Leadership-Skills.jpg\")
![\"Key](\"https://cdn.slidemodel.com/wp-content/uploads/0002-how-to-write-action-plan-diagram-1200px.png\")
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![\"Do](\"https://media.licdn.com/dms/image/C4D12AQGRYT0RqzXjsg/article-cover_image-shrink_600_2000/0/1563533010370?e=2147483647&v=beta&t=JthmP0HpYcBKMsw1nypw450JZgt6OQTm5ljOd3ZXjVQ\")
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![\"Celebration](\"https://imageio.forbes.com/specials-images/imageserve/653c1c299d0defa78d1bfffc/Celebration-in-the-office/960x0.jpg?format=jpg&width=1440\")
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Power requires ENERGY
Empower yields synergy!
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea662_1710565434766Screenshot%202024-03-16%20103329.png\")
-Whatever you are Aware of, you can Define!
-Whatever you can Define, you can Measure!
-Whatever you can Measure , you can Manage!
-Whatever you can Manage, you can make it Grow!
Essentially whatever you are aware of, you can manage and whatever you are not aware of, manages you!
Awareness precedes Management!
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Building a successful team requires a manager who goes beyond simply giving orders. Hence one needs to elevate from just a Manager to a Leader. As per my experience, here are some of the mantras of effective leadership:
By embracing these principles, you can foster a thriving work environment where your team feels empowered to excel. Remember, great managers are built, not born, and consistent efforts toward these core values pave the way for a successful and motivated team.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa1c_1710406880852image.png\")
![\"Everyday](\"https://www.health-revolution.org/uploads/1/0/6/7/106777763/one-new-skill-everyday-problem-solving-tips-from-vshr_orig.jpg\")
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Today asked new comers to share their leanings and any expectation from me and they all are happily participated for discussion and This session taken our connection to next level of understanding.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/653a51711215ba230d6eef77_17103340972061710334018189.jpg\")
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1) Having an idea or goal: 10% probability completing a goal
2) Consciously deciding that you will do it: 25% probability completing a goal
3) Deciding when you will do it: 40% probability completing a goal
4) Planning how to do it: 50% probability completing a goal
5) Committing to someone that you will do it: 65% probability completing a goal
6) Having a specific accountability appointment with someone you've committed to: 95% probability completing a goal!
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea641_1710256074353image.png\")
Transparency increases Credibility & Accountability.
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Communication occurs in many forms, including verbal and non-verbal, written, visual, listening and telepathy. It can occur in person, on the internet like social media, websites and over the phone through apps, calls, emojis, and video, or by mail.
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• Always think ahead about what you are going to say.
• Use simple words and phrases that are understood by everybody.
• Increase your knowledge on all subjects you are required to speak.
• Speak clearly and audibly.
• Check twice with the listener whether you have been understood accurately or not
• In case of an interruption, always do a little recap of what has been already said.
Don'ts
• Do not use technical terms & terminologies not understood by majority of people.
• Do not speak too fast or too slow.
• Do not speak in inaudible surroundings, as you won’t be heard.
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Vikram Sarabhai to Satish Dhawan to APJ Abdul Kalam : Trust your Team , Embrace Success
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\"If your actions inspire others to dream more, learn more, do more and become more, you are a leader.\" — John Quincy Adams
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Performance is a Belief.
If you truly believe in the potential of someone; you will discover performance to justify your belief.
If you do not believe in the potential of your people, you will not see performance.
Performance starts with belief.
https://www.linkedin.com/posts/prasenjit-b-2a56215_performance-is-a-belief-if-you-truly-believe-activity-7172645699388358657-Fk2V?utm_source=share&utm_medium=member_desktop
\"Leaders think and talk about the solutions. Followers think and talk about the problems.\" —Brian Tracy
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b65_171012927424315%20Must-Have%20Qualities%20Of%20A%20Good%20Leader.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1710129008970image.png\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1710128129656image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea61a_1710087564117Screenshot_20240310-052345_LinkedIn.jpg\")
1.Promotes Altruism and Prosocial Behavior
2.Reduces Stress and Anxiety
3.Enhances Motivation and Engagement
4.Improves Cognitive Functioning
5.Creates a Positive Feedback Loop
6.Facilitates Personal Growth
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b0f_1709933871356Good%20Leader.jpg\")
The work you do can make you great... Or it can stop you from becoming great.
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If you start thinking about the steps in-between then you'll not take the next step and may not reach your goal.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156af9_1709832544578image.png\")
ART OF DELEGATION
“Delegation is giving others the authority to act on your behalf accompanied with responsibility and accountability for results”
Trust
Confidence
Control
Fear
Know what you should be doing
Trust your team members fully
Communicate correctly
Allow freedom and creativity
Use excellence
• Communicate effectively with your team
• Encourage your team members and motivate them to perform better
• Provide constructive feedback regularly
• Recognize and reward good performance
• Develop team members' skills and knowledge
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I thought for moment, I thought for a while, I thought for some more time about something that has bothered me since teenage - Lizards. I asked myself again, \"Why am I afraid of Lizards?\". I told myself,\" It's a Lizard, not a Tiger! It makes no sense to be afraid of it\". After some more pondering I actually figured it out; there is only one logical reason - It was passed on to me.
In my childhood I may have noticed a family member or a friend always scream upon seeing a Lizard and unknowingly my subconscious mind got programmed to react similarly upon seeing a Lizard (We copy what our friends/parents do in childhood! Are we also just copying what other team members are doing in the team?). My subconscious reacts like this when I see a Lizard and I misunderstood this 'reaction' to be fear. They unknowingly passed on their fear to me because someone passed on this fear to them; and if I don't overcome this, I might pass on this fear to someone else. WHAT FEAR ARE YOU GOING TO PASS ON TO YOUR CHILD OR LOVED ONE OR YOUR TEAM?
With this realization I decided I am not going to be afraid of Lizards henceforth, that's it! An incident happened when I was in an elevator. There were 3 other people in it and one of them turned to me and said, \"something fell on your shoulder\". I said casually, \"Yes, I know, It's that Lizard\". They started scrambling when I mentioned Lizard and when the Lizard started running around, it was all chaos. I pressed the elevator button of the immediate next floor so that the lift could stop and once it did, I told them to calm down and move out of the lift (they screamed and ran out!). I made sure the Lizard moved out of the lift and requested them to come back in; until I reached my destined floor and moved out of the lift, they looked at me like I was God, wondering how I can be so stoic and heroic!
Sometimes, fears and failures are camouflaged as opinions. Has someone told you not to invest in stock markets, not to start your own business, not to pursue your passion? You must understand if their 'opinion' is helping you... Or is it holding you back?
Knowingly or unknowingly, people pass on their fears and failures to you. Overcome them and you'll feel like God! At least, please don't pass it on to someone else.
What's your fear?
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The process of building a habit can be broken down into four fundamental steps:
These four stages—cue, craving, response, and reward—form the backbone of every habit.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1709784500461download.jpg\")
Freedom of expression allows people
To collobrate
Open up for Brainstroming,
Expressive with no bias.
Outcome will be more effective and fruitful result.
All the above will create inclusiveness and stand for Leader by Inspire.
Dictator, None of the above other than fear of expression.
Eg :- Hitler.
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Probably the most difficult job for a leader is to persuade others to follow. It can only be possible if you inspire your followers by setting a good example. When the going gets tough, they look up to you and see how you react to the situation. If you handle it well, they will follow you. As a leader, should think positive and this positive approach should be visible through your actions. Stay calm under pressure and keep the motivation level up. As John Quincy Adams puts it, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” If you are successful in inspiring your subordinates, you can easily overcome any current and future challenge easily.
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Below qualities Distinguish Great Managers from Good Ones:
Thanks to G2G…
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a62_17097113068492-1.png\")
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![\"Unleashing](\"https://i0.wp.com/robertleggett.blog/wp-content/uploads/2020/01/good-leadership.jpg?fit=648%2C305&ssl=1\")
A Boss has the title , a Leader has the People…
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\"TO BE A GOOD MANAGER OF PEOPLE REQUIRES BOTH FAIRNESS AND BLUTNESS\"
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leader doesn't just talk the talk; they lead by example. With integrity, resilience, and a relentless pursuit of excellence, they set the standard for leadership in action. Their unwavering commitment to integrity, authenticity, and transparency inspires us to uphold our values, embrace challenges, and strive for greatness in everything we do.
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One may be a leader, but not omniscient.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b49_1709706969698image.png\")
A Leader is best when people barely know he exists,
When his work is done, his aim fulfilled,
they will say:
We did it ourselves.
-Lao Tzu-
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True motivation comes from within, and traditional methods often backfire, creating dependence and resistance.
2. The Power of Autonomy
Humans have a deep-seated need for autonomy. When we feel controlled and micromanaged, our motivation plummets. Instead, leaders should focus on empowering individuals to take ownership of their work and make decisions.
3. Cultivating Relatedness
We are social creatures, and meaningful connections are crucial for motivation. Leaders should foster a sense of community and belonging by building trust, encouraging collaboration, and celebrating shared successes.
4. Mastering Competence
Feeling competent and capable is essential for motivation. Leaders should provide opportunities for growth, development, and skill mastery. Recognizing and appreciating individual strengths and contributions further fuels motivation.
5. Optimal Motivation Model
Which emphasizes aligning work with these three core human needs: autonomy, relatedness, and competence. When these needs are met, intrinsic motivation flourishes, leading to greater engagement, productivity, and well-being.
6. Moving from Control to Coaching
Leaders should transition from controlling to coaching. This involves guiding and supporting individuals to discover their own motivation, find their strengths, and set their own goals.
7. Mindfulness and Self-Awareness
The importance of mindfulness and self-awareness for both leaders and individuals. By understanding our own needs and motivations, we can create environments and strategies that foster optimal motivation.
8. Continuous Learning and Adaptation
The world of work is constantly changing, and so should our approach to motivation. Leaders and individuals should be open to learning new methods, experimenting with different approaches, and adapting to changing circumstances.
9. Building a Culture of Motivation
Creating a culture of optimal motivation is an ongoing process. Leaders should set the tone by practicing the principles themselves and encourage open communication, feedback, and collaboration to continuously improve the work environment.
10. Intrinsic Motivation.
This enables leaders to take initiatives, progress and grow better. All external motivation factors create an impact to some extent, and it may not last long.
to carry forward, cultivating an art of getting self-motivated will always help leaders forever.
We are coming together to celebrate our team's remarkable achievements, commemorate birthdays, and mark important milestones in a way that reflects our team's unique personality and preferences. It's a time to recognize and appreciate the hard work, dedication, and successes of each team member while engaging in activities and themes that align with our collective likes and interests. Remember, if anyone feels the need to take a break during the festivities, that's completely fine too – let's create cherished memories together as a united and thriving team, tailored to what we enjoy most and ensuring everyone feels comfortable and included!
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea61a_1709026931097image.png\")
1. Solving, Not Just Selling
Stop selling your employees about why they need to perform better. Explain why their contributions help solve problems and contribute to the company’s advancement. Employees are more inclined to step up their game when they know their work can add-value to the healthier whole.
For example, I would always show my team the outcome of their collected efforts. We would go to the manufacturing plant and watch a new product on the production line or to the stores to see new label designs on the shelves. Inspire performance by connecting the dots of your employees’ efforts.
It’s not only about what you are trying to sell, but also what the team is able to solve along the way.
2. Purpose, Not Just Profit
Employees are inspired by knowing that their hard work makes a difference beyond profitability. Employees want leaders who see beyond the obvious and look to create wider reaching impact that extends into the community and influences social causes.
Look what IKEA did in 1995, after they discovered that some of the factories that manufactured and sold carpets to IKEA were exploiting child labor. Founder Ingvar Kamprad and his IKEA executives immediately took action, addressing the problem from within and taking all steps necessary to ensure that an IKEA product never again would be created by manufacturers that exploited children. IKEA then solidified its commitment to eradicate the problem at its root. The company partnered with UNICEF to create a program to help prevent child labor by changing the conditions that lead to child labor in the first place, namely: poverty, hunger, and illiteracy. Today, this same program serves more than five hundred villages in India’s Carpet Belt, an area with a population in excess of 1.3 million.
3. Know the Ingredients, Not Just the Recipe
The secret recipe to inspiring employees is to know the “ingredients” of the people you are inspiring. People want to know that their leaders understand their tendencies, aptitudes and behaviors well-enough to best work with and motivate them. The best leaders and coaches always do.
When you spend time with your employees, make it matter. Don’t just expect your time and title to inspire them. Employees want a leader that pays attention and genuinely cares about them.
Great leaders take the time to know the ingredients before they can create the best recipe for success. Employees are most inspired when a leader takes the time to know them and show that they have their best interests at heart.
Leaders that know how to prepare thousands of recipes are those who continually make the ingredients better – and keep them from spoiling.
4. Learning, Not Just Lecturing
Employees are tired of being told what to do. They are eager to learn and remain relevant. But they find it difficult to be inspired by leaders who only inflict fear. In today’s fast-paced world, people don’t have time for lectures; they want continuous coaching and leaders that are paying attention. Eager to grow, they want objective feedback.
Simplify the process. Don’t exhaust your employees through complexity and buzz-words. People seek direction that is too the point. Remember, most people have mastered the art of execution. Let your employee do their jobs well by providing the right tools and support to make them better at carrying out their roles & responsibilities. Be a great teacher, but quickly shift into facilitator mode. People are inspired when given the opportunity to learn how to do new things. Stop lecturing and start teaching.
5. Innovation, Not Just Ideation
Employees want to create impact. Allow them to be part of the innovation-based projects in your company by letting them get their hands dirty. Ideation is important, but being part of implementing the ideas that come to life can be a more exciting and meaningful growth opportunity for your employees that will inspire them to perform.
Additionally, provide your employees the resources to be innovative in their work. Stay close enough to your employees’ activities to know the 2 or 3 tools and/or resources that each would require to take their performance to the next level.
When given the right tools and resources, the best employees will instinctively challenge themselves to be more innovative in their work – and will perform better. That is why incentives inspire performance – but remember that money alone is not the sustainable answer. Focus on giving your employees the opportunities to elevate their individual value while serving the needs of the company.
Allow innovation to inspire performance.
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When we can take a mental and emotional step away from a situation, and ask the person in front of us the simple question “what do you need?” to better inform how we can help, we are moving towards compassion. Use this mantra to acknowledge a problem, define the next best steps, and avoid the higher risk of leader burnout that comes with employing empathy alone. (According to our research, leaders with an empathy preference have a 12% increased risk of burnout on average compared to their more compassionate counterparts.)
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growing field, or overall benefits.
One has to acknowledge the newer generations access, analyze and process information vastly different than previous, hence there has been a paradigm shift in their decision making.
The leadership decisions, are also influenced and governed by market, customer needs followed by organizational policies, which direct towards achieving the goals/target set by management, controlled by market.
So, leaders and organizations cannot, fully practice or implement the below QUALITIES, resulting in a dilemma and \"TRUST-DEFICIT\".
1. We are Compassionate but Conditional and Restricted.
2. We are Reliable but also Realistic.
3. We share information on Need-To-Know basis.
4. Recognition & Reward are Conditional.
A Manager needs to
Educate the team to have absolute clarity on the limitations and the extent to imbibe, practice and propagate the above qualities, while adhering to organizational policies and ensure the business grows and their roles stays relevant.
Need to re-define the above qualities, to build a high trust team(open minded colleagues), understand what drives both elder and younger employees and how to best motivate all.
Leadership style can make or break a team. Leaders who can modulate their approach based on the situation and leverage the strengths of different styles are more likely to drive teams success.
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Why do we procrastinate?
Due to overwhelming daily work load?
But, the real reason is that we don't like that task and hence procrastinate.
Often our imagination that the task will be difficult may be wrong. It will be more easy than imagined.
When we procrastinate, it causes burden as more and more tasks pile up and the deadline for each nears.
And we will not be able to do more new creating things.
Taking courage to start doing that task at planned times will ease the burden and get the task done easily before the deadline.
It take only a little extra effort which at the start look not enjoyable but, once the task is completed on time it gives immense satisfaction and happiness.
Let us do that task today!
A leader is tough on himself and raises the standard for everybody; however, he is very caring because he wants people to excel at what they are doing so that they can aspire to be the leader in the future.\" --Indra Nooyi
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1709636429719image.png\")
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Doing things we are good at and enjoy gives a natural confidence boost.
Being honest and open about weaknesses will not only build trust with the team but will also help to grow into a better leader / manager.
Letting the team know the things you find difficult, that you are conscious of your weaknesses and working on those areas of yourself that will encourage them to do the same.
Making time to sit, listen and engage with team members is a great way to deepen your relationships with them.
Listen to feedback about you, personally. You need to carve out time for regular and varied feedback from your team.
A true leader cares more about the success of his/her followers than their own success.
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These skills include:
As a manager, your goal is to help the members of your team complete tasks in a manner that is efficient, consistent, and aligns with the company’s overarching strategic goals. To accomplish this, you must clearly articulate what those strategic goals are—while also detailing the specific work and processes that will be required of your team to reach them.
By becoming a more effective communicator, you'll remove confusion among your team and ensure everyone is aligned and working toward the same goals.
Emotional intelligence refers to an individual’s ability to manage their emotions, as well as those of others.
A highly developed level of emotional intelligence is a hallmark of strong managers and leaders. Someone with a keen sense of self-awareness, empathy, and other social skills is someone who can motivate and influence others—an important quality for managers to exhibit.
You may be responsible for overseeing budgets and project timelines in addition to the daily tasks that members of your team perform. Juggling so many moving pieces and making necessary adjustments along the way requires a high degree of organization.
However tempting it might be for you to micromanage members of your team, doing so can be detrimental to progress.
A good manager knows how to delegate work to others. This involves understanding who's best suited to complete a particular task. It also requires ensuring an employee has the required resources to be successful and feels empowered to make their own decisions.
Openness goes hand in hand with both emotional intelligence and effective communication.
It’s important that the members of your team feel comfortable approaching you when they have questions or concerns, or when they need clarification on what's expected of them. If your employees don't believe they can reach out to you, there’s a risk that problems or concerns will go unaddressed before it's too late to correct them.
No matter how well prepared, organized, or established a project or process is, every manager runs into problems. This could be in the form of a missed deadline or milestone. It could be budgetary in nature. It could involve an unforeseen breakdown in the supply chain.
Whatever the case, managers must be skilled problem-solvers. The ability to evaluate a challenge, think critically about potential solutions, and formulate a response are essential to anyone who's tasked with leading a team.
Over the course of a day, managers might be responsible for making a number of decisions that impact their team or the project they're overseeing. Prioritizing tasks, allocating resources, delegating duties—each of these is a decision that falls to the manager.
Sometimes, a manager will need to make an authoritative decision to resolve an issue. Other times, decision-making might involve consensus building, wherein members of the team are invited to participate in the discussion and help guide the process. Ultimately, the manager is responsible for the outcome of the decision and, as such, must be comfortable with ensuing results.
Trust Must Come First For Effective Teamwork
The most important foundational component for an effective team? When asked, most people will say: trust.
In fact, most people will say without trust, the team will move slower toward decisions, will be less productive, will be less engaged, and team retention will be lower. And research proves this anecdotal feedback to be true. To take it a step further, an environment of low trust is often attributed to, and correlated with, the leader of that team.
Leaders make a difference–for productivity, engagement, and results to occur, team leaders must take responsibility for creating and establishing a high level of trust among their team members….and between the team members and the leader.
Expecting trust to “work itself out” is just plain silly. Teams that have low trust rarely identify methods to repair broken trust on their own; their defense is often to avoid conversations about it at all and, in fact, just stick to “minding my own business”. Broken trust doesn’t repair in time and in today’s VUCA world, there IS no time to wait for such an occasion. Sending untrusting and battling people to HR is not the solution either, and every competent HR professional I know (and I know a lot) will send those team members right back to the manager to fix it. Simply put, there is one person who has the primary responsibility to create an environment of trust: the leader of the team.
Want to help your leaders understand, embrace, and reinforce an environment of trust within their team? Share this easy-to-follow model to guide them to the steps needed to understand, embrace, fix, and sustain a foundation of trust for their team:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a7b_1709617047195creating-trust-on-your-team-blog-graphic.jpg\")
Step one: Identify if there is an issue with trust.
You may have an intuitive sense that trust has been broken or never was. But don’t rely on that gut. Get the facts. Ask yourself some important questions and then ask your team members too, such as the following:
Answering yes to any of these questions can point to an issue with trust on the team.
Step Two: Understand the source of the distrust.
Just because you’ve identified there may be a trust issue doesn’t mean you jump right in to solve it. Find out more and consider taking some of these actions to do so:
Step Three: Address the Distrust
Various options can be considered here to address the broken trust and to start on the pathway to a higher level of trust. Start with small steps to gain initial awareness, including some of these potential actions:
Step Four: Manage and Lead to an environment of trust
A leader can never let her or his guard down when it comes to trust. Whether or not you started from a place of disrupted trust or you simply want to head off any trust issues at the pass, here are some actions any leader can take to create, establish, and sustain an environment of trust within their team:
Once you’ve worked on creating a trusting environment for your team, remember the next step: Continue to work a trusting environment for your team.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa46_1709615249104image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa46_1709615323658image.png\")
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It has been used in corporate settings since the late 1980s. The acronym GROW stands for Goal, Reality, Options, and Will.
Coaches/supervisors walk employees through each stage as follows:
Real life examples of authenticity in a Leader:
•Example 1: A department head interacts with the junior engineers during breaks and talks about their day, also shares about his initial days in work and stories about the challenges faced and overcome. This makes the engineers feel connected to him noticed and heard.
•Example 2: Take the feedback from engineers periodically and genuinely accept it as constructive criticism, this way they feel more comfortable to open up and share genuine feedback which helps with team development and connection.
•Example 3: Good to have some social events like a day outing team lunch or fun games outside work area to get to know each other well and helps with truly knowing the team their interests and be an authentic leader.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b2a_1709580410256image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea5a0_1709569148740image.png\")
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Effective leadership has a lot to do with inspiring, aligning and then activating -- but it doesn't end.
The effective leader know what goals they wanted to achieve, know how to get their followers working toward that goal, and know how to use their strengths to get there.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1709527660965image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1709527281660image.png\")
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1. Encouraging Affirmations: Mantras that foster a positive mindset and prompt proactive responses to emotions. Examples include \"I am capable\" and \"Challenges are temporary\".
2. Meditation Phrases: Short, rhythmic phrases used during meditation to induce deep relaxation. Examples include \"Breathing in, I calm my mind\" and \"Peace flows within me\".
3. Mindful Reflections: Mantras that promote mindfulness and acceptance of the present moment without judgment. Examples include \"I embrace what is\" and \"Letting go brings peace\".
4. Gratitude Expressions: Mantras that cultivate gratitude and shift focus towards positivity. Examples include \"I appreciate the abundance in my life\" and \"Each day is a gift to cherish\".
5. Self-Nurturing Statements: Mantras emphasizing the importance of self-care and nurturing well-being. Examples include \"I prioritize my health and happiness\" and \"Self-love fuels my growth\".
6. Optimistic Declarations: Mantras that encourage optimism and redirect attention from negativity. Examples include \"I choose positivity in every situation\" and \"My thoughts shape my reality\".
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea5a0_1709389670536image.png\")
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Re-Define Leadership(Transparent, Reliable, Recognition, Authentic, Genuine, Inclusive and Compassion) to build HIGH-TRUST:
In present day and future, where in Millennial and Gen-Z shall be the ones, who drive and get driven.
Knowing they prioritize stability and salary from employers, outweighing factors like known employer brand, a fast-growing field, or overall benefits.
One cannot embody and practice(Transparency, Reliable, Recognition, Authentic, Inclusive and Compassion) at all levels in an organization as, we are:
Compassionate and Conditional.
Reliable and Realistic.
Share Information on Need-To-Know basis.
Recognition & Reward are based on past.
A Manager needs to clearly communicate the extent to which one can practice, propagate, build and maintain \"HIGH TRUST“, adhering to organizational policies and ensure the business grows and their role stays relevant.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ae0_1709123495599image.png\")
\"True leadership isn't about being at the forefront, but rather empowering others to shine alongside you, illuminating the path to collective success.\"
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1709107286811image.png\")
Employee recognition:![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a80_1709095142660Recognition.JPG\")
Employee recognition is a way to show appreciation for a company's employees for their contributions, work ethics, and improvements. The goal of employee recognition is to reinforce behaviors, practices, or activities that result in better performance and positive business results.
Recognition can take many forms, such as:
Recognition helps employees see that their company values them and their contributions to the success of their team and the company overall. It also helps employees build a sense of security in their value to the company, motivating them to continue great work.
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C+ R +I / Self Orientation
C-Credibility
R- Reliability
I- Intimacy
CRI should keep going up and the denominator on Self Orientation should keep coming down.
What is it there for me question is to be answered by the stakeholders instead of what is it there for me offered to self!
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1709009779480image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1709009200347update.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea61a_1708965113903Screenshot_20240224-170402_LinkedIn.jpg\")
Collaboration has become more complex, but success still depends on the fundamentals.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1708943935838image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1708927700872image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea64e_17089220980671708602599436.jpg\")
A team leader someone who oversees the functionality of a workgroup by providing guidance and instruction to his team members.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651fe5fc98cc1239ef47808d_1708785786193324882-Don-t-Settle.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651fe5fc98cc1239ef47808d_1708785525071324882-Don-t-Settle.jpg\")
An appreciation in a small way takes the team member to continue the good work!!!
This will recharge and motivate the individual in many ways.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708766441274image.png\")
\" Excellence is the result of caring more than others think is wise,
Risking more than other think is safe, Dreaming more Than other think is
Practical and expecting more than others think is possible.\"
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Collabration
Team engagement with SCM@ 82
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708665888827image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708665028952image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708663626854image.png\")
![\"Peter](\"https://ichef.bbci.co.uk/news/976/cpsprodpb/109D/production/_110135240_gettyimages-1134905904.jpg\")
Held aloft by his cheering pupils, Brother Peter Tabichi got a hero's welcome in Kenya when he returned from Dubai brandishing the golden trophy he won after being named the world's best teacher.
He was awarded the Global Teacher Prize in March by a panel of judges, but the beaming faces of his students was testament to how much he was appreciated at home.
The modest Franciscan monk, who teaches maths and physics, gives away most of his salary to support poorer pupils at the rural secondary school in Nakuru country.
Reflecting on the year, Brother Tabichi told the BBC that the award was \"clear evidence that Africa's young people have a lot of potential to positively transform the world\".
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708576240004image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1708574206829image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1708573882070post.jpeg\")
Erasers are for people who
make errors.
But a better saying:
Erasers are for people
willing to correct their mistakes
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708507676829image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708507422931image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708507230703image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1708502134082image.png\")
The first responsibility of a leader is to define reality…
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1708488295252image.png\")
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“Alone we can do so little. Together we can do so much.” – Helen Keller
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Have you converted your workplace to a great place to work yet?
Or are you waiting for someone else to make it a great workplace for you?
https://www.linkedin.com/posts/prasenjit-b-2a56215_passivetoactive-activity-7165234996847206400-LfHE?utm_source=share&utm_medium=member_desktop
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The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn---Alvin Toffler.
Unlearning is making an effort to forget your usual way of doing something so that you can learn a new and sometimes better way.
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We are having regulars team lunch to discuss new ideas. I am ensure that team member comfortable & familiar to me. So he/she express new ideas, thoughts for improvement. We are having regulars lunch meeting.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64f829c63ac46941a25c2ab7_1708059415645download.jpg\")
Meeting team on by weekly basis to Listen & Understand their field challenges.
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If opportunity doesn't knock, build a door.' - Milton Berle
Asking a senior with strong domain knowledge, might just be that door. But before you go knocking, a few things to think through:
1. Articulate your career aspirations (both long-term and short-term).
2. Think about what you like about that person's work.
3. Look to understand your role and industry better.
4. Be willing to put the advice into practice and close loop on learnings.
Set up that meeting now! Good luck!
The Oxygen 8 behaviors for great managers
A good manager...
1. Is a Good coach
2. Empowers the team and does not micromanage
3.Expresses interest / concern for team members success and personal well-being
4.Is Productive and results-oriented
5.Is a good communicator -listens and shares information
6.Helps with career development
7.Has a clear vision / strategy for the team
8. Has key technical skills that help him / her advice the team
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There are quite a few lessons to be derived, even ages after this relationship was written about.
First is about the importance of a good mentor, realized by Arjun when he chose an unarmed Krishna over the mighty Yadav army. He was aware that even the best of resources, such as the army in question, are valueless without strategic vision and tactical acumen such as that possessed by Krishna.
Playing his role as mentor in Imparting advice and knowledge, Krishna provided guidance to Arjun every step along the way. This is something that is talked about even today, while the feats of the Yadav army on the battlefield are long forgotten.
Another lesson is about the role of a mentor in identifying and clarifying values. Just before the onset of battle, when Arjun was plagued with doubts and apprehensions, the Divine Song or Bhagwat Gita narrated by Krishna served to give him the right perspective about his values and duties. Often one finds oneself in a predicament similar to Arjun, not being able to discern the right from wrong. At such a time, a trusted mentor can help one seeing things in a correct perspective.
On many occasions, Krishna protected his protégé from imminent danger and harm, either through astute advice, or through physically removing him from the path of danger. The role of a mentor in protecting and nurturing his mentee’s growth path is critical, as he has much better vision and foresight to be able to judge the long term impact of actions taken today.
There are times when Krishna uses his influence and powers to smoothen the path of Arjun. For instance, when Arjun had vowed that he would avenge the death of his son Abhimanyu by killing Jaydrath by sunset or he would immolate himself, Krishna uses his yogic powers to simulate sunset before time to bring Jaydrath out from hiding, enabling Arjun to slay him.
Another significant aspect was the complete confidence and trust that the mentor and mentee reposed in each other. Not once did Arjun ever doubt the veracity of the advice given to him by Krishna, and Krishna also remained steadfast in his confidence in Arjun’s abilities.
In this day and age, a mentor – mentee relationship is ever more important, due to the increasing complexities and range of choices and dilemmas that one faces at every step of one’s life and career. Fortunate are those who can find an able charioteer to steer one’s professional chariot through the morasses of the professional landscape.
Regards
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![\"Team](\"https://www.collidu.com/media/catalog/product/img/1/f/1f31235c7763cb14e30a316ff4e556d9d72c43f97e1b7461d2751fb9d7b46b6a/team-performance-slide5.png\")
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We Mature With
The Damage,
Not With
The Years.
No Matter How Long
You Have Travelled In
The Wrong Direction,
You Can Always
Turn Around.
Hardships,
Often Prepare
Ordinary People
For An
Extraordinary Destiny.
If You Want
Something You Never Had,
You Have To Do Something
You Have Never Done.
Have a sucess-filled day 💕🤗 ❤
Daily improvement or deterioration a habit gives exponential effect/ affect!!
","bookmarksUsers":["65ba29801d1c8a0df0bf22ce","6569c46725e7324f8c3615c2"],"tags":[],"reactions":[{"_id":"65cc94b1be37146cf4ae31c4","userId":"653a51711215ba230d6eefa5","reaction":1,"createdAt":"2024-02-14T10:23:45.206Z"}],"isActive":true,"userId":"647df593eaefe4f750cd821b","userType":1,"userDetails":{"managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-06-06T00:00:00.000Z"},"personalInfo":{"name":"Ravindra Kumar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Quess Corp Limited","gender":"Male"}},"_id":"65cb6b9e45777466777b496b","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sumit Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"},"_id":"651e4f4298cc1239ef4721e7","managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c61a","url":"certificate/651e4f4298cc1239ef4721e7/2882.pdf","score":"85.50000000000003","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-03T00:00:00.000Z"}},"isActive":true,"postId":"65cb6b9e45777466777b496b","reactions":[],"thoughtText":"ok","timestamps":{"createdAt":"2024-02-22T09:59:11.671Z","updatedAt":"2024-02-22T09:59:11.671Z"},"userId":"651e4f4298cc1239ef4721e7","userType":1,"_id":"65d71aef2232984a41dc9b74"}],"visibility":2},{"timestamps":{"createdAt":"2024-02-13T09:06:45.808Z","updatedAt":"2024-02-13T09:06:45.808Z"},"postText":"Be an inclusive Leader rather than a Leader","postDescription":"
Here are the six signature traits of an inclusive leader.
1. Cognizance
Leaders should be mindful of personal and organizational blind spots, and self-regulate to help ensure “fair play.” By being self-aware of internal biases, leaders can help lead their organizations in the right direction towards inclusivity and diversity.
2. Curiosity
This one may be self-explanatory. It’s important to have an open mind when you are leading an organization. Oftentimes, different ideas and experiences enable growth. Highly inclusive leaders have a desire to understand how others view and experience the world.
3. Courage
Talking about imperfections requires vulnerability and courage. According to the report, highly inclusive leaders not only speak up and challenge the status quo, but also can be humble and courageously honest about their strengths and weaknesses.
4. Cultural intelligence
Not everyone sees the world through the same cultural frame. In order to be a successful leader in these cross-cultural interactions, we need to be confident and effective in our worldly knowledge. Ultimately, this means putting in the work to understand the cultures that formed the employees of the organization you lead.
5. Commitment
In general, highly inclusive leaders are committed to diversity and inclusion because these objectives align with their own personal values.
6. Collaboration
In today’s world, the most successful leaders empower individuals, as well as create and leverage the thinking of diverse groups. In addition, inclusive leaders understand that people are most collaborative when they feel safe to contribute without fear of embarrassment or punishment.
As leaders, it’s necessary to not only embrace the diversity of the organizations, communities, and world around us, but also to respect and honor these differences. We can learn from the different perspectives that are present in our organizations.
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","bookmarksUsers":["65ba29801d1c8a0df0bf22ce"],"tags":["Manager Mantras"],"reactions":[{"_id":"65cc670cbe37146cf4ae0e28","userId":"649567b63062d026a6156a7e","reaction":1,"createdAt":"2024-02-14T07:09:00.950Z"},{"_id":"65cc94f9076b9d6ad7628f87","userId":"653a51711215ba230d6eefa5","reaction":1,"createdAt":"2024-02-14T10:24:57.135Z"}],"isActive":true,"userId":"649567b63062d026a6156a7e","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-05-28T00:00:00.000Z"},"personalInfo":{"name":"Senthilkumar C","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65cb16c3bf23ba373e0d396b","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sumit Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"},"_id":"651e4f4298cc1239ef4721e7","managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c61a","url":"certificate/651e4f4298cc1239ef4721e7/2882.pdf","score":"85.50000000000003","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-03T00:00:00.000Z"}},"isActive":true,"postId":"65cb16c3bf23ba373e0d396b","reactions":[],"thoughtText":"ok","timestamps":{"createdAt":"2024-02-22T09:59:24.740Z","updatedAt":"2024-02-22T09:59:24.740Z"},"userId":"651e4f4298cc1239ef4721e7","userType":1,"_id":"65d71afc2232984a41dc9bcc"}],"visibility":2},{"timestamps":{"createdAt":"2024-02-13T05:29:03.271Z","updatedAt":"2024-02-13T05:29:03.271Z"},"postText":"Capability Of A Great Manager","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707802075652image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1707797561289post.jpg\")
Don't be pushed around by the fears in your mind. Be led by the dreams in your heart.”
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A true leader cares more about the success of his/her followers than their own success
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","bookmarksUsers":["65ba29801d1c8a0df0bf22ce"],"tags":[],"reactions":[{"_id":"65cc95c9e98d456ac4b6dcbd","userId":"653a51711215ba230d6eefa5","reaction":1,"createdAt":"2024-02-14T10:28:25.020Z"}],"isActive":true,"userId":"64d242e878abfd767746aa31","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"65f8567bb5e4328e58f8897b","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e878abfd767746aa31/4032","score":"89"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-19T00:00:00.000Z"},"personalInfo":{"name":"Animesh Bajpai","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Shyam Spectra Pvt Ltd","gender":"Male"}},"_id":"65c9bf79d846463744d8b18f","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sumit Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"},"_id":"651e4f4298cc1239ef4721e7","managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c61a","url":"certificate/651e4f4298cc1239ef4721e7/2882.pdf","score":"85.50000000000003","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-03T00:00:00.000Z"}},"isActive":true,"postId":"65c9bf79d846463744d8b18f","reactions":[],"thoughtText":"ok","timestamps":{"createdAt":"2024-02-22T09:59:49.760Z","updatedAt":"2024-02-22T09:59:49.760Z"},"userId":"651e4f4298cc1239ef4721e7","userType":1,"_id":"65d71b15deb5844a59bd5523"}],"visibility":2},{"timestamps":{"createdAt":"2024-02-12T06:08:29.846Z","updatedAt":"2024-02-12T06:08:29.846Z"},"postText":"Must Read :-)","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1707718090264post.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707713681341image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1707711219311image.png\")
Think of a manager who inspired you to give your best. You are thinking of a person who believed in your potential even though your track record did not back it up then.
As a manager do you believe in your people because of their performance; or do they perform because you believe in them?
Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.
","bookmarksUsers":["65ba29801d1c8a0df0bf22ce"],"tags":["Manager Mantras"],"reactions":[{"_id":"65c85df0e1caac3799cba749","userId":"653a51711215ba230d6eef7b","reaction":1,"createdAt":"2024-02-11T05:41:04.671Z"},{"_id":"65c87153e1caac3799cbac0e","userId":"64a7eb2a33619c70c793a784","reaction":1,"createdAt":"2024-02-11T07:03:47.827Z"},{"_id":"65cdf9937369b702c0f5f0ab","userId":"649567b63062d026a6156a7e","reaction":1,"createdAt":"2024-02-15T11:46:27.695Z"}],"isActive":true,"userId":"649567b63062d026a6156ab2","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-26T00:00:00.000Z"},"personalInfo":{"name":"Gopinath Regunathan","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65c77e81e1caac3799cb98ff","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sumit Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"},"_id":"651e4f4298cc1239ef4721e7","managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c61a","url":"certificate/651e4f4298cc1239ef4721e7/2882.pdf","score":"85.50000000000003","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-03T00:00:00.000Z"}},"isActive":true,"postId":"65c77e81e1caac3799cb98ff","reactions":[],"thoughtText":"ok","timestamps":{"createdAt":"2024-02-22T10:00:15.410Z","updatedAt":"2024-02-22T10:00:15.410Z"},"userId":"651e4f4298cc1239ef4721e7","userType":1,"_id":"65d71b2f7db5474a8c115bcf"}],"visibility":2},{"timestamps":{"createdAt":"2024-02-10T10:21:33.669Z","updatedAt":"2024-02-10T10:21:33.669Z"},"postText":"Project Aristotle understanding.","postDescription":"Project Aristotle was launched in Google to answer the age old question - what makes a team truly successful ?
The project was aimed to identify the the key factors. The emphasis was to look into the behavior and factors that contribute the success of the team execution. The factors like diversity, individual talent etc.. The team success depends on how the individual feels safe and secure in the team environment. It was coined as Psychological Safety. There were some aspects which were considered and lately found irrelevant are - team size, tenure in the team and individual performance.
At the end of the research of the project, five key aspects came into the fore.
1) Psychological Safety: The individual team member should feel that the ideas and concerns could be raised without any bias and prejudice. This will help the ideas and concerns to be properly communicated in the team to get an optimal solution for the problem which individual is facing. Also the individuals can call out for help if they are stuck in a situation.
2) Clear Goals and Roles: The individuals should have a clear understanding of what is expected from them in the project execution. The roles and responsibilities discussion will help in giving these details to the team. The team members can upgrade their knowledge in advance as they can do the gap analysis.
3) Structure and Norms: The team has to be educated on the way of communicating within and outside the team. There will be certain situations when the individuals have to directly interact with the client surpassing the lead or manager. The necessary trainings has to be provided on the soft skills which helps in a good communication.
4) Work Relevance: When the lead or manager provides the information on the project, the details have to be provided in a structural manner. The details should contain (1) how the team is integrated in the whole project execution. (2) What are the benefits the team is providing by supporting in the project. (3) what are the learnings we can have while working in this project.
5) Trust and Respect: Team members must trust each other's expertise and treat each other with respect to create a positive and productive environment.
It is indeed will be a game changer if we can implement all the above learnings in our day to day project execution.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2e_1707495285547image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa29_1707492548796good-managers.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa29_1707492436326infographic-great-boss.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1707489730553Empathy.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ad3_1707485982793image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707460278392image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1707460073379post.jpg\")
“Team Feedback is very much important for the team retention and company growth”
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Your most unhappy customers are your greatest source of learning.” – Bill Gates, Founder of Microsoft
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1707367529352Screenshot_20240208-040818_LinkedIn.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707367373985image.png\")
Treat employees like they make a difference, and they will.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea63c_1707299192232image.png\")
Purpose is more important than needs in life & the same leads you in deeper planning and execution in work.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707287471897image.png\")
ACCEPT YOUR PAST WITHOUT REGRET,
HANDLE YOUR PRESENT WITH CONFIDENCE
AND
FACE YOUR FUTURE WITHOUT FEAR
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![\"How](\"https://aventislearning.com/wp-content/uploads/2020/03/Collaboration-1.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1707193365989image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707193247432image.png\")
One cannot simply choose to lead a group of people. You may be a leader in title, but you’re not a legitimate leader if your followers do not believe in you and your vision.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1707117359902image.png\")
\" OUR LIVES ARE NOT DETERMINED BY WHAT HAPPENS TO US ,BUT HOW WE REACT TO WHAT HAPPENS;
NOT BY WHAT LIFE BRINGS TO US ,BUT BY THE ATTITUDE WE BRING TO LIFE . A POSITIVE ATTITUDE CAUSES A CHAIN REACTION OF POSITIVE THOUGHTS ,EVENTS AND OUTCOMES OF THESE THREE .IT IS A CATALYST… A SPARK THAT CREATES EXTRAORDINARY RESULTS\"
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\" TEAMWORK MEANS THAT WE SHARE A COMMON IDEAL AND EMBRACE A COMMON GOAL. REGARDLESS OF OUR DIFFERENCES,WE STRIVE SHOULDER TO SHOULDER,CONFIDENT IN ONE ANOTHER'S FAITH,TRUST AND COMMITMENT IN THE END, TEAM WORK CAN BE SUM UP IN BELOW FIVE SHORT WORDS
“ WE BELIEVE IN EACH OTHER”
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1707105751848Good%20Leader%20Skills.png\")
If look you and are inspired that is a Great Manager sign
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","bookmarksUsers":["65ba29801d1c8a0df0bf22ce"],"tags":[],"reactions":[{"_id":"65bfb67f93b4e053b747c5a1","userId":"654333d61dba6958840ea62e","reaction":1,"createdAt":"2024-02-04T16:08:31.108Z"}],"isActive":true,"userId":"65638433a8f8cf514b393d5a","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-04-10T00:00:00.000Z"},"personalInfo":{"name":"Manoj Mittal","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"CJ DARCL Logistics Limited ","gender":"Male"}},"_id":"65bf726d98da2153f527acae","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-02-03T11:18:59.311Z","updatedAt":"2024-02-03T11:18:59.311Z"},"postText":"Fun mode activated..!!!!","postDescription":"Playing badminton with my team is a dynamic collaborative experience, we enjoyed a lot .This was not a just about individual skill but about collective effort to succeed on the badminton court that will foster friendly environment.
","bookmarksUsers":["65ba29801d1c8a0df0bf22ce"],"tags":["Manager Mantras"],"reactions":[{"_id":"65c0d616b743b6540f413787","userId":"653a51711215ba230d6eef7c","reaction":1,"createdAt":"2024-02-05T12:35:34.877Z"}],"isActive":true,"userId":"653a51711215ba230d6eef7c","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-09-11T00:00:00.000Z"},"personalInfo":{"name":"Mukti Rai","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_5.png","company":"JSW Group","gender":"Male"}},"_id":"65be2123355b9653d3325bf4","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-02-03T09:16:57.467Z","updatedAt":"2024-02-03T09:16:57.467Z"},"postText":"Success Is no accident it is...........","postDescription":"![\"Motivational](\"https://workplacerewards.com/wp-content/uploads/motivational-quote-success-is-no-accident-pele.jpg\")
![\"Life](\"https://www.forbesindia.com/media/images/2023/May/img_207569_thomasedison.jpg\")
![\"Empathy](\"https://images.ctfassets.net/vztl6s0hp3ro/7DRirENdcgMGATstxHxJHD/ad448645ec2d9a01d2649b19ec98982d/LOWERCASE-UG-Graphic-1-The-benefits-of-empathy-in-the-workplace-1024x1024.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9e8_1706950159417image.png\")
Pursue what catches your heart, not what catches your eyes
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1706846758122image.png\")
Live the Life of Your Dreams: Be brave enough to live the life of your dreams according to your vision and purpose instead of the expectations and opinions of others.”
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9e8_1706846179686image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1706845466102Inspiring.jpg\")
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Ice cream pe charcha. We got to know the birthday person better. Her hometown, her family, her food preferences, her travel preferences, hr lijea and dislikes etc.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b17_1706684096106image.png\")
Good relationships are built on effective communication. The same goes for working relationships, which can be built via phone, email or at the workplace. No matter what the nature of the relationship is, you have to make sure that you communicate clearly and effectively in a manner that not only the exchanged information is understood, but also the emotions behind the information are clearly conveyed. Articulate your points, choose your words carefully and say exactly what you have in mind to avoid confusion. At the same time, be an active listener and try to understand what the other person means and what are their emotions. This is how productive working relationships ae formed and maintained.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea5f0_1706679318041Uploadd.jpg\")
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I must not fear. Fear is the mind-killer. Fear is the little-death that brings total obliteration. I will face my fear. I will permit it to pass over me and through me. And when it has gone past I will turn the inner eye to see its path. Where the fear has gone there will be nothing. Only I will remain.”
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1706675087770image.png\")
Superior Communication Skills
Leading with transparency & honesty
Team Support
Embracing Technology
Positive Feedback & recognition
An expert in the field
Promoting cross level & cross functional collaboration
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa29_1706672413090WhatsApp%20Image%202024-01-31%20at%2009.06.50_55ba3228.jpg\")
“Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.”
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1706595822872image.png\")
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You become what you surround yourself with. Energies are contagious. Choose carefully. Your environment will become you.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1706537529244IMG_3702.jpeg\")
The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.
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Keep every promise that you make and only make promises that you can keep !
I believe in giving true commitments and assurances which can be fulfilled and subordinate's can rely on it.
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My Exclusive Time with my subordinates , rather than discussing only about company goals, KRAs and low performing areas, MET objective is meeting with team members for SWOT Analysis, for IDP i.e. Individual Development Plan…. for making them feel proud of \"what they are today\"
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Kaizen philosophy is developing a culture for people engagement in improving the organization through small-small continuous improvement in daily work rather than one large improvement at once. Kaizen’s belief is that the small-small improvements in large numbers at lower cost are generally better than some large improvements at a higher cost.
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Life is collection of changes.
So don't avoid changes.
Take every change as challenge.
Some give success and
some act as steppingstone 2 success...
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1706072600865image.png\")
\"Everything comes to us that belongs to us if we create the capacity to receive it.\"
--- Rabindranath Tagore
Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa29_1706026445708%E2%80%9CA%20bad%20manager%20can%20take%20a%20good%20staff%20and%20destroy%20it%20causing%20the%20best%20employees%20to%20flee%20and%20the%20reminder%20to%20lose%20all%20motivation_%E2%80%9D.jfif\")
A bad manager can take a good staff and destroy it, causing the best employees to flee and the remaining to lose all motivation.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1705989286511image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1705932190934IMG_3556.jpeg\")
Feedback # Effective feedback should be specific, be realistic, be constructive, Summative, and be timely.
#Helpful information or criticism that is given to someone to say what can be done to improve a employee performance, customer experience, customer uptime, network improvement, product etc.
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Connect with team discuss the challenges and guide them in proper way and also hear some ideas from team to plan a day & do the best.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647df76deaefe4f750cdbdd6_1705899496904image.png\")
8 Habits for Success
1.Read every day
2. Focus on high-level tasks.
3. Make your health a priority.
4. Learn from people you admire.
5. Plan your day the night before.
6. Keep your goals in front of you.
7. Take action, even when it's scary.
8. Have a powerful & inspiring \"why.\"
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In the dynamic field of management, success depends on the triumvirate of connections, development and inspiration. Effective leaders understand that building meaningful relationships with their team fosters trust and collaboration. By investing in professional development, managers not only enhance individual skills but also enhance the collective potential of the entire team. This commitment to growth fosters innovation and adaptability to the ever-evolving business landscape.
Inspiration acts as a catalyst for extraordinary achievements. A manager who inspires creates a motivated workforce, and drives the team toward ambitious goals. Recognizing and nurturing each team member's unique strengths, a leader ignites a collective passion that transcends traditional boundaries. In short, the trifecta of connection, development, and inspiration empowers managers to lead their teams to unparalleled success, creating a culture of excellence that resonates far beyond the boundaries of the workplace.
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Had a meeting with few team members and peers today, Just sharing few pictures.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea655_17057320414291.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2e_1705673061447Share%20%26%20care.jfif\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2e_1705672925431Share%20%26%20care.jfif\")
Lesson 3:
Mistakes learnt from others will save lot of your valuable time and effort.
It is expensive to repeat the same mistakes again.
(Credits: Chanakya)
Effective and mindful learning can reduce the mistake/ repetition of the mistakes, which in turn balances work<>life.
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Lesson 2:
A person is great by his activities only.
Your ancestry or the identity you get through your place of birth is no guarantee for your success.
(credits: Chanakya)
Lesson 1:
As soon as the fear approaches, attack and destroy it:
Fears can only be gone by facing them. Better late than never, clear all your doubts on any subject, study the subjects that scare you more than the other subjects. That’s how those subjects will stop bothering.
(Credits: Chanakya)
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Most managers also tend to be leaders, but only IF they also adequately carry out the leadership responsibilities of management, which include communication, motivation, providing inspiration and guidance, and encouraging employees to rise to a higher level of productivity.
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Greatness takes time. You need patience.
Don't rush.
Global empires today (Google, Amazon, Microsoft, Tesla, etc) didn't start today.
Some of them didn't even make a profit within the first 5 years of operation.
Ingredients required to cook up greatness:
- Vision
- Planning
- Execution
- Patience
- Patience
- Patience
Your planting season, your waiting season, your season of sacrifice, your season of watering, your season of harvest, your season of growth and expansion. All these are seasons you will encounter on your journey.
Know when each season is due and respond accordingly. Shun comparison. Your journey is not your friend's journey. You might not experience seasons at the same time.
Greatness takes time!
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Start with the real problem
Customers need solutions to their real problems. Not problems to fake solutions.
Solve for the identified real problem. Don’t find a problem to fit your identified solution.
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![](\"https://media.greatmanagerinstitute.com/assests/images/profile/user_5.png\")
BASAVARAJ G
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“People work for money but go the extra mile for recognition, praise and rewards.”
While monetary compensation is essential, non-monetary factors such as appreciation and validation play a significant role in driving exceptional performance. It is essential to have an effective review process in place to evaluate performance fairly. Thanking your employees for their contributions and rewarding them for the job well done goes a long way in improving their morale.
![\"Employee](\"https://blog.springworks.in/wp-content/uploads/2021/04/Infographic-employee-recognition-1-1.jpg\")
If your actions inspire others to dream more, learn more, do more, and become more, you are a leader.- John Quincy Adams, sixth president of the United States
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Effective communication is 20% what you know and 80% how you feel about what you know
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\"Empower the team and do not micromanage\"
\"Be very productive and result oriented'
Be a good communicator - listen and share information
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\"Empower the team and do not micromanage\"
\"Be very productive and result oriented'
Be a good communicator - listen and share information
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![\"Together](\"https://t4.ftcdn.net/jpg/00/73/51/93/360_F_73519341_qrpvkFpZhORjQoaAGNyD342pNoZHmQiS.jpg\")
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Webinar was convened by Prasenjit Bhattacharya, Co-Founder and CEO of Great Manager Institute® and former CEO of Great Place to Work® Institute, India,i was part of the session which had live examples and had involved us to full extent. Session had “Good concepts and models presented to the audience which helped us to self assess our managerial skills and made us to understand our role as a manager to mentor our team members.”
Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them - Paul Hawken
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SMART efforts always hand over Awesome thoughts.
What is your opinion???
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Task Focus vs. People Focus:
Authority vs. Influence:
Risk Aversion vs. Risk Taking:
Surprised …!!! let me explain my thoughts on this.
I strongly believe Customer Success is more important than customer satisfaction. Many times satisfaction can be there for small or short time benefits. Like discounts offered during sales. But if focus on customer success it may involve some thought decisions or NO to many things. For example a Table manufacturer may be happy if we offer low cost steel which actually is of low quality. His end product will be cheap but not long lasting. His end customer may not come back to him and in long term his brand name will be spoiled. But if insist/educate customer on good quality raw material it will be long term benefit to him. Also his success is ultimately your success…so it not No to Customer Satisfaction but is Satisfaction through Success…!!
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[],"isActive":true,"userId":"653a51711215ba230d6eefb8","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-09-11T00:00:00.000Z"},"personalInfo":{"name":"Satish Lovekar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"JSW Group","gender":"Male"}},"_id":"65a768943dd4314ce53af2ab","topThoughts":[{"userDetails":{"personalInfo":{"name":"Bhima Nasaraiah","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Quess Corp Limited","gender":"Male"},"_id":"647df4c6eaefe4f750cd6bd8","managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-01-23T00:00:00.000Z"}},"isActive":true,"postId":"65a768943dd4314ce53af2ab","reactions":[],"thoughtText":"We have understood the customer prospects ","timestamps":{"createdAt":"2024-01-23T07:06:14.259Z","updatedAt":"2024-01-23T07:06:14.259Z"},"userId":"647df4c6eaefe4f750cd6bd8","userType":1,"_id":"65af65665104302076480631"}],"visibility":2},{"timestamps":{"createdAt":"2024-01-17T05:31:21.543Z","updatedAt":"2024-01-17T05:31:21.543Z"},"postText":"Always True...!!!","postDescription":"A Customer is the most important visitor on our premises.
He is not dependent on us.
We are dependent on him.
He is not an interruption on our work.
He is the purpose of it.
He is not an outsider on our business.
He is a part of it.
We are not doing him a favour by serving him.
He is doing us a favour by giving us an opportunity to do so.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1705468933923image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa31_1705465444665image.png\")
Always ensure to run through each individual team member and identify the potential in them. Ensure to have them rewarded and appreciated. This will trigger sportiveness among the team.
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[{"_id":"65a679620ef8dd4ca6e3eef8","userId":"64fef7c433574945bcfc3024","reaction":1,"createdAt":"2024-01-16T12:41:06.028Z"},{"_id":"65a69a693d9f594cc835ae32","userId":"64fef7c433574945bcfc303b","reaction":1,"createdAt":"2024-01-16T15:02:01.789Z"},{"_id":"65a721cce707e14cf39c7a28","userId":"64f5b5ac996c5278f0391ae9","reaction":1,"createdAt":"2024-01-17T00:39:40.776Z"}],"isActive":true,"userId":"64fef7c433574945bcfc307f","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"66ebbda849c73c69ad5dbc2d","url":"certificate/64fef7c433574945bcfc307f/9368.pdf","score":"90.16666666666667","badgeType":"GMC Certification","startDate":"2024-09-17T18:30:00.000Z","endDate":"2025-09-17T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-05-21T00:00:00.000Z"},"personalInfo":{"name":"Suseelkumar Annamraju","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/64fef7c433574945bcfc307f/ProfessionalPhoto.jpge549b7e04d","company":"Chubb Business Services","gender":"Male"}},"_id":"65a6726feec6264d00d238d1","topThoughts":[{"userDetails":{"personalInfo":{"name":"Bhima Nasaraiah","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Quess Corp Limited","gender":"Male"},"_id":"647df4c6eaefe4f750cd6bd8","managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-01-23T00:00:00.000Z"}},"isActive":true,"postId":"65a6726feec6264d00d238d1","reactions":[],"thoughtText":"As far as we be as we are eventually we get identified ","timestamps":{"createdAt":"2024-01-23T07:08:36.361Z","updatedAt":"2024-01-23T07:08:36.361Z"},"userId":"647df4c6eaefe4f750cd6bd8","userType":1,"_id":"65af65f46b87de20adcb6bed"}],"visibility":2},{"timestamps":{"createdAt":"2024-01-16T10:16:34.035Z","updatedAt":"2024-01-16T10:16:34.035Z"},"postText":"How to Manage Team's Stress in the Workplace?","postDescription":"![\"Employee](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d4b7563725c2315409d973_1705400176578image.jpeg\")
There is a common thing we hear from our average performers that his/her luck not worked , while the best performers are always talk about action and result orientation .
Now to understand Luck is nothing but the result of our unconscious efforts made in past . As these efforts are unconscious so we cant remember those efforts and tag the results as luck. If the efforts were good then its a good luck or else its a bad luck.
Now as the performers are always into the efforts that can bring them to the next level so there are some unconscious efforts are left behind and which bring them a Good luck.
So if we always into the growth and knowledge oriented efforts then we must unknowingly create Good luck for ourselves eventually .
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[{"_id":"65a69a6f3d9f594cc835ae45","userId":"64fef7c433574945bcfc303b","reaction":1,"createdAt":"2024-01-16T15:02:07.636Z"},{"_id":"65a6c7e03dd4314ce53ab8f1","userId":"654cd705805ef534b71b0112","reaction":1,"createdAt":"2024-01-16T18:16:00.176Z"}],"isActive":true,"userId":"651e4f4298cc1239ef472234","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"6686393f8b79e709fc53c484","url":"certificate/651e4f4298cc1239ef472234/6705.pdf","score":"86.66666666666666","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-02-20T00:00:00.000Z"},"personalInfo":{"name":"Bibekananda Bhattacharjee","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_5.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"}},"_id":"65a6495d0306824cbfe9d052","topThoughts":[{"userDetails":{"personalInfo":{"name":"Bhima Nasaraiah","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Quess Corp Limited","gender":"Male"},"_id":"647df4c6eaefe4f750cd6bd8","managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-01-23T00:00:00.000Z"}},"isActive":true,"postId":"65a6495d0306824cbfe9d052","reactions":[],"thoughtText":"Luck may favour in some cases not every time\nBut the things that favours every time is hard work and knowledge.","timestamps":{"createdAt":"2024-01-23T07:10:18.808Z","updatedAt":"2024-01-23T07:10:18.808Z"},"userId":"647df4c6eaefe4f750cd6bd8","userType":1,"_id":"65af665a0c8211207526899c"}],"visibility":2},{"timestamps":{"createdAt":"2024-01-16T08:42:36.007Z","updatedAt":"2024-01-16T08:42:36.008Z"},"postText":"Great Manager Work...","postDescription":"A Great Manager is not a person who can do the work better than his men; he is a person who can get his men to do the work better than he can.
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"65a69a723d9f594cc835ae4e","userId":"64fef7c433574945bcfc303b","reaction":1,"createdAt":"2024-01-16T15:02:10.041Z"}],"isActive":true,"userId":"64d242e778abfd767746a9fe","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"65f85681b5e4328e58f889e1","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e778abfd767746a9fe/44","score":"81.5"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-19T00:00:00.000Z"},"personalInfo":{"name":"Prateek Singhal","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"Shyam Spectra Pvt Ltd","gender":"Male"}},"_id":"65a6417c0ef8dd4ca6e3b43a","topThoughts":[{"userDetails":{"personalInfo":{"name":"Bhima Nasaraiah","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Quess Corp Limited","gender":"Male"},"_id":"647df4c6eaefe4f750cd6bd8","managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-01-23T00:00:00.000Z"}},"isActive":true,"postId":"65a6417c0ef8dd4ca6e3b43a","reactions":[],"thoughtText":"👍👍","timestamps":{"createdAt":"2024-01-23T07:10:26.157Z","updatedAt":"2024-01-23T07:10:26.157Z"},"userId":"647df4c6eaefe4f750cd6bd8","userType":1,"_id":"65af66620c821120752689d1"}],"visibility":2},{"timestamps":{"createdAt":"2024-01-16T06:36:40.631Z","updatedAt":"2024-01-16T06:36:40.631Z"},"postText":"MENTORING..................","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa36_1705386921864image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1705382451231WhatsApp%20Image%202024-01-16%20at%2010.49.21.jpeg\")
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In psychology, there is a term called hedonic adaptation. Simply put, your satisfaction with your job or with a team member does not go up with time, in fact it tends to go down as you become used to having them around. (Law of diminishing returns)
Think of an average performer. Imagine, they have only 2 weeks before they quit. Write a brief note on what you will say in their farewell event.
This will force you to get out of your hedonic adaptation and start valuing the team member more.
Tell me if this works.
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Truly Remarkable Customer Service goes beyond Fixing Bug or Handing Out Discounts. It’s about Leaving People with a Positive Memory of your Business.
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\"The strength of the team is each individual member. The strength of each member is the team.\" ![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1705295243771image.png\")
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Sometimes You Win / Earn .
Sometimes You Learn .
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In the fast-paced and competitive business world, global enterprises face enormous challenges in retaining customer satisfaction. But with the right strategies and approaches, businesses can confidently conquer these challenges and emerge victorious in their endeavors.
To ensure customer satisfaction, it is imperative to provide them with practical and efficient solutions that meet and exceed their expectations in terms of value.
When it comes to building a successful business, there's nothing more important than prioritizing your customers' needs. By delivering exceptional value and going above and beyond to meet their expectations, you can establish yourself as a leader in your industry and build a loyal customer base that will keep coming back for more. So, if you're looking to take your business to the next level, start by putting your customers first and watch your success soar.
Always remember that customer satisfaction is non-negotiable, so be assertive in your commitment to providing high-quality products and services that exceed their expectations.
Creating value for customers is not only crucial for survival and growth, but it's also an opportunity to make a positive impact on people's lives. Businesses that understand the importance of customer value are well-positioned to succeed in today's competitive market.
By delivering high-quality products or services, providing exceptional customer service, and pricing products appropriately, businesses can ensure their customers receive the best possible value.
With a strong focus on customer value, businesses can build lasting relationships with their customers and create a loyal following that will help to drive growth and success.
There are many ways to create such values for customers like -
Remember, value can come from different sources beyond your product or service. To reduce costs, it's essential to implement lean supply chain processes. This means simplifying and streamlining the steps in getting your product or service to customers. By doing this, you can cut unnecessary expenses and increase efficiency.
Customers prefer brands that share their values. Brands that give back or advocate for causes connect with their audience and make them feel good about supporting the brand.
Asking for customer feedback and suggestions can help you enhance your offerings and maximize their value.
Differentiate your product or service from competitors by highlighting unique features or offerings that attract customers to your brand.
Adding value to customers goes beyond purchases. Send thank-you emails or personalized notes/stickers. Resolving concerns through supportive customer service can create a positive impression.
Merely offering products and services at a lower price than your competitors does not guarantee increased sales. While cost is critical for customers, many are willing to pay a premium for superior-quality products and services. When marketing your products, it is vital to accentuate their excellence and establish a price point that customers would deem reasonable. This approach will ensure that when customers compare your offerings to your competitors, they will undoubtedly choose your higher-value option over your competitors' measly, low-cost alternatives.
If competitors offer something similar, highlight your strengths and communicate them to customers. Create a compelling value proposition that sets you apart and shows why you're the best option to meet their needs.
Provide demos, tutorials, webinars, FAQs, and responsive customer service to help customers understand and make the most of your product or service.
Loyalty programs show appreciation toward customers and improve brand perception. You can boost customer value by offering punch cards, high-status rewards, tiered membership levels, and special discounts.
Giveaways, contests, and interactive content on social media can connect with your audience and encourage learning about your brand's personality. Sponsor local groups or events to build community and add value. Meet potential customers and educate them at a booth. Positive associations increase perceived value.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64dc8979b03eae426aa07f39_17050388312961704448722819.png\")
Give positive feedback
Great company culture
Create development opportunities
Have clear objectives
Create bonus incentives
Discuss career aspirations
Share a clear vision
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Receiving constructive feedback allows employees to constantly improve their skills, while straight criticism leads to frustration and higher turnover rates.
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Having mutual respect, common and aligned goals, open communication, and patience can all help make for a successful team.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d4b7563725c2315409d973_1704954908630image.png\")
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To be a good manager of people requires both fairness and bluntness.
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"65af6b25522f8b20c7645879","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T07:30:45.441Z"}],"isActive":true,"userId":"64d242e878abfd767746aa27","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"65f85683b5e4328e58f88a0d","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e878abfd767746aa27/9052","score":"86.80000000000001"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-20T00:00:00.000Z"},"personalInfo":{"name":"Taranpreet Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Shyam Spectra Pvt Ltd","gender":"Male"}},"_id":"659f6f78b3211b0fcaa72f11","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-01-11T04:13:24.359Z","updatedAt":"2024-01-11T04:13:24.359Z"},"postText":"How To Measure Inclusion In The Workplace","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1704946372710image.png\")
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The Manager aiming to be a good and eventually a great manager should not restrict his answerability to just towards the roles assigned between yourself and the reportee team member. Bunch of behavioral actions contribute towards one being a manager to good and to great
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d479d678abfd767746ce4c_1704905517572Features%20of%20Great%20manager.jpg\")
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Motivation--A good leader can inspire their workers to go the extra mile for their organization, just paying a fair salary is not inspiration enough.(although it is important too)
Having a self -motivation is also important to finishing own objectives .
SELF MOTIVATION IS ALSO IMPORTANT FOR KEEPING LEADERS FOCUSED ON THEIR VISION.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1704858996027Inspiring.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa29_1704819688369IMG_20240109_223113_323.jpg\")
![\"5](\"https://www.chanty.com/blog/wp-content/uploads/2022/07/ideal-team-player-740x379.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea612_1704796743126OIP%20%281%29.jpg\")
![\"Talia](\"https://media-exp1.licdn.com/dms/image/C5622AQGbfWy9Sv8Qmw/feedshare-shrink_2048_1536/0/1656332703537?e=2147483647&v=beta&t=Zmj3JH_UftQdaoULzt_Y4N878YLHxDgDWLq-pXudJFY\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea612_17047941666862017-10-25-quote-if-your-actions-inspire-others-to-dream-more-600x600.png\")
Respect is not demanded. Its Commanded.
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All our dreams can come true if we have the courage to pursue them.
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Emily, a new sales rep, faced a daunting task: secure a crucial client. Rejections echoed, but she persisted, understanding their needs deeply. The turning point? A heartfelt conversation revealing mutual values. A breakthrough emerged—a shared vision forged a lasting partnership. Emily’s resilience, coupled with empathetic understanding, transformed a seemingly impossible task into a triumph. Each 'no' became a stepping stone, shaping her into an empathetic, skilled salesperson.
This success wasn't just a deal; it was a testament to perseverance and forging connections. In adversity, Emily found opportunity, proving that persistence fuels triumph.
This concise story emphasizes perseverance, understanding, and the transformation of challenges into success.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f6_1704781791798Tata.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1704780943573image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa46_1704778049779image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1704772096883Inspiring.jpg\")
❌ I can’t
❌ It’s not fair
❌ I am too tired
❌ I am offended
❌ It’s not my fault
❌ I don’t have time
❌ They are so lucky
❌ I’ll start tomorrow
❌ Easy for you to say
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ALL POWER IS WITHIN YOU, YOU CAN DO ANYTHING AND EVERYTHING.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa1b_1704714116641image.png\")
![\"10](\"https://asktalentservices.com/wp-content/uploads/2021/04/time-management-techniques.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d479d678abfd767746ce22_1704707312902IMG_1987.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1704704051987image.png\")
Q4 is here, a CRUCIAL Quarter which will have an impact on Next FY.
Wish all a great Q4.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1704685320590inspiring.jpg\")
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Management skills are abilities and traits needed to perform certain duties, usually as it pertains to overseeing a team, such as solving problems, communicating well, and motivating employees. Such skills can be learned, through practical experience, or in courses and then honed on the job.
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[{"_id":"65af6d916b87de20adcb7657","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T07:41:05.199Z"}],"isActive":true,"userId":"64d479d678abfd767746ce22","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"665047b122f8134f9234eadc","badgeType":"GMC Certification","startDate":"2024-05-24T07:54:16.488Z","endDate":"2025-05-24T00:00:00.000Z","certificate":true,"url":"certificate/64d479d678abfd767746ce22/5717","score":"80.22222222222224"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-02-14T00:00:00.000Z"},"personalInfo":{"name":"Rohit Puri","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Fullerton India Credit Company Limited","gender":"Male"}},"_id":"659a88141dca0673d04dae6f","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-01-07T07:54:45.439Z","updatedAt":"2024-01-07T07:54:45.439Z"},"postText":"DIFFERENCES BETWEEN A WINNER AND A LOSER","postDescription":"\"Never get so busy making a living that you forget to make a life.\" - Dolly Parton:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1704610056609image.png\")
![\"\"Be](\"https://i.pinimg.com/736x/5b/16/95/5b1695e0cc0719e7f3536d8c3fd80d6a--offices-mantra.jpg\")
\"A boss says, 'Go and make sure you do it';
A leader says, 'Let's go and make it happen.'
Bosses control people: Leaders involve them.\"
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa31_1704514156125image.png\")
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“Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.”
— Paul Hawken
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Looking at different engagement levels, we better understand how to motivate our employees (and ourselves) and what levers are available to us to maximize motivation.
We can use Maslow’s hierarchy of needs to understand the basic needs that employees must have met before they can focus on more complex needs. We can create a strong foundation for employee motivation by addressing these basic needs.
We can use Herzberg’s Two-Factor Theory to understand the difference between hygiene factors and motivators and identify which factors are most important to employees. By addressing hygiene factors, employers can create a comfortable and safe work environment, while by addressing motivators, employers can help employees to feel engaged and motivated.
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Accountability feels like an attack when you’re not ready to acknowledge your toxic behavior..!!
It’s easy to fall into the trap of a victim mindset by believing that we don’t have a choice. We have complete ownership over our life. We’re our only limit. It is down to us to choose and become whatever we see ourselves as, because nothing will change if we choose to stay the same. When we say we want things to change, and we don’t change them, we are choosing them..!!
We have the ability to make choices and take actions that influence the course of our lives. Even in situations where external factors may limit our options. It means not relying on other people or events to define our happiness. It’s being willing to go against the grain and do what you need to do. It’s about being honest with yourself about your strengths, weaknesses and shortcomings and seeing these things as an opportunity for you to grow and improve yourself..!!
\"You are never too old to set another goal or to dream a new dream.\"
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f6_1704363086340Bill-gates-leadership-quote.png\")
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BEING POSITIVE IN A NEGATIVE SITUATION IS NOT NAÏVE. IT`S LEADERSHIP
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Two-way communication aims to ask and encourage employees to share their thoughts and insights. This allows ideas to flow in the workplace. It gives a chance for companies to get inspiration and a new point of view on internal/external processes, products, service improvements, or creation.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d4b7563725c2315409d973_1704353507962two%20way%20comm.jpg\")
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Customer advocacy is the act of building and nurturing relationships with loyal customers, who then act as spokespeople and champions for your brand, products, or services. This process starts by identifying who those loyal customers are.
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“The first rule of management is delegation. Don't try and do everything yourself because you can't.\"
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As a leader, you don't inspire your team by showing them how amazing you are. You inspire them by showing them how amazing they are.
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Managing a project that involves multiple teams can be challenging, but also rewarding. There are many factors that can affect the motivation and performance of team members, such as their personal goals, values, skills, roles, responsibilities, relationships, and feedback. Here are some tips on how to ensure that every member is equally motivated for the success of a project involving multiple teams:
1. Encourage ownership: Team members contribute more and work harder for any project if they feel a sense of ownership in its success or failure. You can foster ownership by involving team members in the planning, decision-making, and problem-solving processes of the project. You can also assign them specific tasks that match their strengths and interests, and give them autonomy and flexibility to complete them. You can also recognize and reward their contributions and achievements, and celebrate their milestones.
2. Encourage Participation: Some team members are naturally assertive and self-confident, while others are naturally shy and quiet. To get the best out of your quieter team members, structure your meetings so that everyone has an equal opportunity to speak. Give people time to fully articulate their ideas. Try to assess each suggestion as objectively as possible based on the idea itself and not the personality of the team member proposing it.
3. Empower your Clan: You can empower your team members by giving them opportunities to lead different aspects of the project, such as research, design, development, communication, or quality control. You can also encourage them to mentor and coach each other, and provide constructive feedback and support. By doing so, you can increase their confidence, responsibility, and accountability.
4. Be a role model: As a manager, you have a significant influence on the motivation and performance of your team members. You can inspire them by demonstrating enthusiasm, passion, and commitment to the project. You can also show them respect, trust, and appreciation. You can communicate clearly and frequently with them, and keep them updated on the project progress and challenges. You can also model the behaviors and values that you expect from them, such as collaboration, growth mindset, creativity and excellence.
And most importantly, believe in the process, keep on repeating project after project.
#leadershipdevelopment #teamspirit #cft #leadershipskills #togetherwewin
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The characteristics of a good team include effective communication, mutual respect, collaboration, trust, diversity of skills, clear goals and roles, accountability, adaptability, and a positive attitude. Good teams are supportive, cohesive, and focused on achieving shared objectives.
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Stop worrying about what can Go Wrong,
And get excited about what can Go Right.
Got a chance to read an amazing book by Gary Keller & Jay Papasan – The One Thing. The book emphasized the importance of focusing on one key task at a time; aligning with long term goals.
For me, the 3 major takeaways are:
From leadership standpoint, here is what I think I got:
How can you as a leader can empower your team:
When you get time, do make it your next read.
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Did you asked in before, \"How should I lead my life\".
.
.
.
Very Simple Kindly, \"Check your room\", Because It have all the answers.
.
.
.
Be Like a Roof, Because it helps to Set your thoughts high.
Be Like a Fan/Cooler, Because it helps to Be Cool like a cucumber
Be Like a Clock, Because it helps to respect the time.
Be Like a Calendar, Because it helps Update everyday.
Be Like a Wallet, Because it helps Save for the future.
Be Like a Mirror, Because it helps See only you.
Be Like a Lamp, Because it helps to lightening the next person in life.
Be Like a Window, Because it helps Be open minded.
Be Like a Floor, Because it helps Always be humble below.
Be Like a Staircase, Because it helps to Enough to climb every step in life been carefully.
Spare some time for meditation and other exercise to improve your mindfulness and mental well-being!
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Life is a Blessing, Not a Curse…!!!
Tell it to Yourself and to whole Universe….!!!
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Believe in yourself. You are braver than you think, more talented than you know, and capable of more than you imagine
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For Success in Life
Be Sweet as Honey,
Be Regular as Clock,
Be Fresh as Rose,
Be Soft as Tissue
And
Be Strong as Rock.
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"65939385f5d61e0c5ae6a655","userId":"64d242e878abfd767746aa2b","reaction":1,"createdAt":"2024-01-02T04:39:33.449Z"},{"_id":"65939a83decbfd0c4b379a3d","userId":"63d0cf5644240c58708138f4","reaction":1,"createdAt":"2024-01-02T05:09:23.821Z"},{"_id":"65af6e9e5104302076481368","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T07:45:34.193Z"}],"isActive":true,"userId":"64d242e878abfd767746aa29","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"65f8567db5e4328e58f889bf","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e878abfd767746aa29/628","score":"87.42857142857142"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-21T00:00:00.000Z"},"personalInfo":{"name":"Akbarpasha Shaik","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/64d242e878abfd767746aa29/AKBARPASHA%20SHAIK.jpg539637111f","company":"Shyam Spectra Pvt Ltd","gender":"Male"}},"_id":"65938dfac2f6f60c15d9b1bd","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2024-01-02T03:47:46.233Z","updatedAt":"2024-01-02T03:47:46.233Z"},"postText":"Beating Competition with Insights","postDescription":"Utilizing competitive insights involves analyzing rivals' strengths and weaknesses to identify market gaps and opportunities.
By understanding competitors' strategies and customer feedback, businesses can refine their offerings and make informed decisions that enhance their competitive edge.
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To be a successful salesperson you need unshakeable self-belief.
Customers respond best to people who are positive, confident and comfortable in their own skin.
This mindset comes from belief in yourself, that you have it in you to get the deal done.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1704081001786Screenshot_20240101-091659_Google.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703955307131image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1703838472537image.png\")
\"You gain strength, courage and confidence by every experience in which you really stop to look fear in the face. You must do the thing you think you cannot do.\"
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if you are not inspired, no point wasting money and time because no one can motivate you……………….
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Truly Remarkable Customer Service goes beyond Fixing Bug or Handing Out Discounts. It’s about Leaving People with a Positive Memory of your Business.
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This allows to do a more efficient job of appealing to those specific desires.
Lead generation requires the tailoring of company's marketing efforts toward the right people; buyer personas are a crucial tool in this.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703823980715Screenshot_20231228-195606_Google.jpg\")
“People and their behaviours are what deliver results to your organisation, Not systems, not processes, not computers, not machines.”
Nothing we do is more important than developing people. At the end of the day, you bet on people not on Strategies.
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Start Where You Stand, and Work with Whatever Tools you may have at your Command….
Better Tools will be found as you Go along…..
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With the growing popularity of AI and its application across industries, having ChatGPT skills has become essential for success. Many companies now consider ChatGPT a necessary skill for new hires, as they believe integrating ChatGPT into daily routines can be highly valuable and enhance professionals' work capabilities.
ChatGPT offers more than just designing CVs and correcting grammar. It can assist with tasks such as drafting emails, generating content, and providing quick information, allowing professionals to focus on strategic aspects of their work. It can also help with brainstorming, idea generation, overcoming creative blocks, and facilitating smoother workflows. Additionally, it aids communication across language barriers and promotes collaboration in diverse work environments. Professionals can also expand their knowledge and improve their language skills over time with ChatGPT. Furthermore, it assists in problem-solving and decision-making by providing insights and alternative perspectives.
To get the best results from the ChatGPT tool, it is important to know how to communicate effectively. The quality of the input, or \"message\", plays a critical role. Many users visit the ChatGPT website, create an account, and randomly type messages without achieving the desired results, leading to frustration and rendering the tool inconsequential. When referring to input, it means the \"query\" or \"prompt\" entered into the tool. Writing a well-crafted prompt is essential for precise completions from ChatGPT. This skill is often referred to as \"prompt engineering\" and involves optimizing the input for the desired result.
While ChatGPT has its own default brain for processing queries, good prompt writing allows users to give a persona to ChatGPT, guiding its thinking and suggestions to provide customized output.
It's time to upgrade, embrace, and unleash the power of AI, or else we risk becoming redundant and easily replaceable.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa46_1703739871209image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703737301899image.png\")
If you Really Want to Do Something, you will find a way…
If you Don't, you will find an Excuse.
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Net Promoter Score (NPS) is a customer experience metric to measure the loyalty of the customers.
It ranges from -100 to 100 and measures the willingness of customers to recommend a company, its products, or services to others.
The Net Promoter Score enables you to benchmark the loyalty of your customers and predict their purchase and referral behavior.
NPS measures customer perception and loyalty towards a business based on one simple question — \"How likely are you to recommend us to your friends or colleagues?\"
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703734845236Screenshot_20231226-182124_Google.jpg\")
![\"50](\"https://www.qualtrics.com/m/assets/blog/wp-content/uploads/2023/02/lao-tzu-quote-en.webp\")
“Leadership is not about being in charge. Leadership is about taking care of those in your charge.”
“Serving people means growing their capacity and implies that everyone can contribute.”![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1703651172590image.png\")
Professionalism is not about wearing a suit or carrying a briefcase. It’s about being on time, being reliable, and doing what you say you’ll do.” - Robert Half 1
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Customer retention is the key to the success of any business.
Studies show 44% of businesses focus on customer acquisition, while only 18% focus on customer retention.
Research has shown that if you can engage your customers and keep them happy, they will come back to you again and again. It’s the only way to build a long-lasting business.
Improving customer retention is one of the best ways to grow your business. Statistics show that when you focus on customer retention, you will improve your bottom line.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703648458025Screenshot_20231226-181348_Google.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703611023225image.png\")
The Only Real Failure in life is “Failure to Try”
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4 “Ds” to succeed
Desire
Determination
Dedication
Discipline
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Weak managers push their team away to the point.
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It's that time of the year when managers and employees are winding down the year, reflecting on how it went and what's in store for the next year. Authors Helen Tupper & Sarah Ellis (The Squiggly Career and You Coach you) have written a fantastic piece in the Harvard Business Review. Do read it and use it as a reference to evaluate your year gone by.
https://hbr.org/2023/12/how-to-create-your-own-year-in-review
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This emphasizes the importance of leadership based on influence rather than authority. It involves leading by example, inspiring others through personal values and behaviours, and building trust and credibility with followers. Examples could include historical figures like Mahatma Gandhi, who led through moral authority, or modern leaders like Elon Musk, who inspires followers through his vision and innovation.
Key characteristics of influential leadership include:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1703563023698image.png\")
How many NOs does it take to get a yes in sales?
Most people won't say yes to an idea without saying no first.
In fact, studies show that the average customer says NO an average of 5 times before saying YES.
Yes Ladder have small \"yeses\" to build momentum before BIG YES of customer's trust on ability of S![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703561988742IMG-20231225-WA0032.jpg\")
eller's product/ services is WON.
Tough times don't last
Tough Teams Do…
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Comment which one is good & which category, you find yourselves falling in.
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Service oriented company need to improvise and customise continuously keeping ahead of technology curve and completion to remain 1st preferred choice of customers for e2e share of Wallet.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703477122603Screenshot_20231222-070159_Google.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703422123974image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1703415162590image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1703335477714image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703333673909image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703311567458image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea655_1703303946404Boss%20Vs%20Leader.JPG\")
Let's Try To Be A Leader In Place of Boss
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea655_1703303743158Boss%20Vs%20Leader.JPG\")
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Great managers need to recharge too. What are your plans for the holiday season?
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64a7eb2a33619c70c793a784_1703246507723holiday.jpeg\")
Today I have given a training to my team for the development as an individual section decision making.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea658_1703231383207IMG-20231222-WA0014.jpg\")
ER BELIEVE IN PEACE AND PEACEFUL DEVELOMENT, NOT ONLY FOR OURSELFS BUT FOR PEOPLE ALL OVER THE WORLD.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1703220789523image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703219193708image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa13_1703218990191png-transparent-behavior-transtheoretical-model-graph-of-a-function-change-management-diagram-others-miscellaneous-angle-text.png\"){kind=spacer}
“Live as if you were to die tomorrow. Learn as if you were to live forever.”
― Mahatma Gandhi
Let's start with saying “let's do it” instead “Do It”
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Referral Sales and continued revenue is critical to faster Sales target
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703216705199Screenshot_20231222-065950_Google.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d4b7563725c2315409d973_1703154011334Secret-Strategies-of-Becoming-a-manager.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1703150892000image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9fe_1703142682280GMI%202.JPG\")
![\"Giving](\"https://res.cloudinary.com/hy4kyit2a/f_auto,fl_lossy,q_70/learn/modules/manage_the_sfdc_way_motivate_and_champion/motivate_and_champion_giving_feedback/images/20a58f65b7fa7d01e8ffe4b5ee77bd3e_20-a-58-f-65-b-7-fa-7-d-01-e-8-ffe-4-b-5-ee-77-bd-3-ecjzvm-20-sa-00360-z-9-xerib-09-s-6.png\")
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1703137970862image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1703131454259image.png\")
Whatever your passion...
If you are committed to master it...
if you are committed to
become the LEADER...
If you are committed to become
the VERY BEST at what you do...
YOU WILL SUCCEED.
If you refuse to quit until you WIN...
There's no way you can't win,
IN THE END
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa31_1703130673287image.png\")
For solution service seller continued revenue stream from majority of existing customers beyond average Industry AON mitigate ONBOARDING profit DILEMMA resulting in ever increasing Net Promoter Score and Brand Equity.
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Key Learning:
Advantages of this Certification:
2. More Aligned with Goals | Mentally stronger to deal with certain situations
Plan:
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/655f5b6ca8f8cf514b385338_1703072127927main-qimg-34d7592dcfa5c1163699960c3e7f0329.jpg\")
What do you see when you see this?
Wolves move in packs. Yes, I thought so too.
….!!!
But behind that lies a great leadership trait.
The first three wolves in these packs are adults in the pack. If it is left behind it will be left behind so all wolves will move to its speed. Who better to lead than the elderly?
The next 5 wolves are very powerful. It's the front line. It also goes on to protect the elderly from enemies. Those who come in the middle are children, women and the weak.
The 5 Wolves after that are the strongest in the back row. They come to protect the individuals of the packs from enemies.
It is the leader of the pack who comes alone at the end. It comes later that the leader is able to coordinate packages and ensure that no one is left behind. And since it gets behind everything, it will run in whatever direction the attack is coming and defend its packs.
There can be no better example of what leadership is. A leader should care about his team. To protect them.
“To lead a people, walk behind them. - Lao Tzu, Chinese philosopher.”
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Leadership is an art — which means there’s no right way to do it. Leadership is an attitude, an intuition built over time. And because there are multiple ways of getting to one outcome, you can be creative about it.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1703065192394image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1703062594786Dos%20%26%20Donts%20of%20feedback.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9fb_1703057896727GMI%20-%203.png\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa31_1703048034054image.png\")
Coming together is a beginning.
keeping together is progress,
working together is success,
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1.एक लीडर का सबसे बेहतरीन काम लोगों को वहाँ पहुँचाना है, जहाँ वो पहुँच नहीं पा रहें हैं !!
2.\"एक सच्चा नेता आम सहमति की खोज करने वाला नहीं बल्कि आम सहमति को ढालने वाला होता है।\"
________________
Respect Parents
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3b_1703043883174Screenshot_20231220-073821_Gallery.jpg\")
Potential is limitless and everyone has the ability to contribute to the success of a particular vision. It all depends on how strongly they believe in that vision.
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To build a strong team, you must see someone else’s strength as a complement to your weakness, and not a threat to your position or authority.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa2b_1702980482268image.png\")
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“True North”, Discover your authentic Leadership is a wonderful book written by Bill George. If you haven't read it yet, you must, and get a copy for yourself, there's also an accompanied Field book to help you work through it. Lnd look for his videos and excellent exercises in pdf. Do let me know how you like it and find it useful. For now, to get to know more visit https://billgeorge.org/book/true-north
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Try not to avoid annoying people, deal with them politely and be a good listener.
One should stay focused on their personal happiness and well-being. Don’t presume, that annoying people is commenting to you until the time you are sure about it. Most importantly, don’t judge people by their words try to judge them by their actions.
“It is my view that give me a man with reasonable common sense and decency. You can make a leader out of him. The cardinal attribute for leadership is professional knowledge and professional competency. Professional knowledge has to be acquired the hard way. And without professional knowledge, you can never have professional competency and if you have not got professional competency, you cannot be a leader.”
![\"Sam](\"https://images.thequint.com/thequint%2F2016-06%2F76fbf3b7-40ff-4f26-bf19-c90dc2b40453%2Fsam-manekshaw-2.jpg?rect=0%2C1%2C1229%2C691&auto=format%2Ccompress&fmt=webp&width=720\")
Field Marshal Sam Manekshaw
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa13_1702959946781path%20to%20success.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa31_1702959307325image.png\")
Read buyer’s body language to win deals Hands down.
Seller to actively “hear” buyer’s body language, as much as you’re listening to the words they’re saying.
Seller to pay attention to the full range of their prospect’s body language, from dramatic gestures right down to the smallest “tells,” which they consciously use to shape and change their presentations and conversations with the prospect.
The best part? Reading body language signals is a skill anyone can learn and, with practice, become an expert at.
Key indicators that you need to pay attention to, of appropriate reactions that will help you close the deal.
Eyes = Buyer’s eyes can tell you a great deal, especially because pupils are one of the few areas of the body over which we have no control. If they’re looking at the product or paperwork you’ve brought in. Please note that “staring” means that the buyer is making eye contact with you around 80% of the time or more. 60-70% eye contact is the sweet spot.
Smiling and nodding = always a good thing. If your prospect is doing either or both, you’re in smooth waters. Keep doing what you’re doing.
Hands/Arms = Hands are extremely expressive. After all, there are entire languages that solely use hand signals. And much like how our mouths can be used both consciously and unconsciously to say and imply thoughts, hands are capable of a vast amount of communication.
Openness of the client’s posture = Whether standing or sitting, if their shoulders are aligned with yours and their hands are open to you, that means they’re interested and engaged with what you are saying.
Feet = Buyer is open to your ideas if their feet are pointed towards you.
In many ways, reading body language is another facet of being a great listener.
Best sellers are also the best listeners.
Pay attention to buyer’s body language so that you can have a solid understanding of their needs and solve them, not so that you can sell to them.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1702957443768gmi.png\")
When the Goal in front of you becomes more powerful than the Obstacle behind you, you will always WIN.
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Once you carry your own water, you will learn the value of every drop……
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Impact accelerates customer Decision basis RoI
Half Sale is dilemma that most buyer are in requiring Seller to emphasize product or service benefits during sales cycle.
Successful leaders don’t try to rule over every detail. Micromanaging can erode worker initiative and damage employee motivation.
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We at Belden Inc.. strongly believe that great things in business are never done by one person, but rather by a team of people.
We value diverse perspectives, encourage open communication, and support each other's growth.
At Belden, we live in a culture where every employee is empowered to Belong. Believe. Be You.
We foster collaboration and team spirit to achieve success together.
Recently, I had the opportunity to participate in a team bonding session with the Pune ICOS operations team.
During the session, we discussed how to improve ICOS operations, exceed customer satisfaction, and achieve operational excellence.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64dc8979b03eae426aa07f39_17028821540301702273695492.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64dc8979b03eae426aa07f39_17028821540551702273694233.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64dc8979b03eae426aa07f39_17028821539941702273692683.jpeg\")
We also celebrated our team members with Bravo appreciation who contributed significantly to achieving our key KPIs for Pune ICOS!
The team provided numerous valuable suggestions aimed at improving productivity and enhancing overall performance.
Dear team, I would like to express my gratitude for your valuable contributions and significant efforts. Thank you all!
One quality that separates a leader from a manager is how he responds to interaction.
A response is through out reply.
A reaction is emotion.
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Good Manager organize and align people around what the team needs to do. Great Manager motivate and inspire people with why they’re doing it. That’s purpose. And that’s the key to achieving something truly transformational.
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Good people get opportunities,
Strong people create opportunities,
But Real winners are those who convert their problems into opportunities.
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Motivation is the art of getting people to do what you want them to do because they want to do it.
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Work in balance
finding the right mix of work, family ,&personal time& that allows for a fulfilling the both inside &out side of the office
the amount of time you spend doing your job versus the amount of time u spend with loved ones or pursuing personal interest and hobbies
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knowing others is intelligence, knowing yourself is true wisdom..
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\"Work is a rubber ball. If you drop it, it will bounce back. The other four balls - family, health, friends, integrity - are made of glass. If you drop one of these, it will be irrevocably scuffed, nicked, perhaps even shattered.\" - Gary Keller
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When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.\"
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“I Think it's possible for ordinary people to choose to be “extraordinary”.”
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Move on and Stay Kewl…..
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![\"50](\"https://i0.wp.com/rescuetime.wpengine.com/wp-content/uploads/2017/12/productivity-is-never-an-accident.png?resize=640%2C320&ssl=1\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa3c_1702525819677Leadership.jpg\")
A good leader is a person who takes a little more than his share of the blame and a little less than his share of the credit.” – John C. Maxwell
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ec_1702480029216759645f2-549d-4f32-aeea-698c602c75fd.jpeg\")
Empathy in leadership transforms a manager into a mentor, and a team into a family.
Dreams Don't Work Unless You Do!!!
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1702463721726image.png\")
Found Project Kick Start interesting and Useful.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1702447402570image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa13_1702444379375Winning%20Team.jpg\")
An identity of a leader is his/her team's behavior.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1702440356784image.png\")
Crisis Management Skills are very important when planning for a crisis-not when the problem is already underway. The eight most important steps for leading in a crisis are mentioned below:![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1702379867095image.png\")
The key to successful leadership is influence, not authority
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"657c2fa889540c65eae6f7a4","userId":"651fee67856b96eb508617a2","reaction":1,"createdAt":"2023-12-15T10:51:20.949Z"},{"_id":"65af7a06fbae4c2b7ad3b923","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:34:14.250Z"}],"isActive":true,"userId":"64d479d578abfd767746cd7f","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","lastLogin":"2024-05-30T00:00:00.000Z","managerModerationStatus":"audit_in_progress"},"personalInfo":{"name":"Batchu Sai Sasanka","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Fullerton India Credit Company Limited","gender":"Male"}},"_id":"65782d7d62046344f27e8014","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-12-12T09:44:44.934Z","updatedAt":"2023-12-12T09:44:44.934Z"},"postText":"#Learning Thoughts","postDescription":"Learning is process of whole Life.
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"657c2fb596909866029d4b80","userId":"651fee67856b96eb508617a2","reaction":1,"createdAt":"2023-12-15T10:51:33.443Z"},{"_id":"65af7a09fbae4c2b7ad3b92d","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:34:17.941Z"}],"isActive":true,"userId":"651e4f4298cc1239ef472246","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c60f","url":"certificate/651e4f4298cc1239ef472246/8653.pdf","score":"64.44444444444444","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-25T00:00:00.000Z"},"personalInfo":{"name":"Shashi Ranjan Dubey","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/651e4f4298cc1239ef472246/userProfileaf9c48450c","company":"HDFC Life Insurance Company Ltd","gender":"Male"}},"_id":"65782b8c05a19144d2bbd07d","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-12-12T09:10:22.313Z","updatedAt":"2023-12-12T09:10:22.313Z"},"postText":"Great Leader/Manager think beyond the current....","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9fe_1702372066336Great%20Manger.JPG\")
Excellent conversation with Dr. Amy Edmondson, the author of ‘Right kind of wrong’, How to Reframe Failure for Success!
Link to the conversation in the first comment
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1702359739000image.png\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9fe_1702357864523Great%20Manager.JPG\")
![\"An](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1702354018067image.jpeg\")
Motivating employees can help create a pleasant and productive workplace and increase job satisfaction. Herzberg's two-factor motivation theory identifies factors that inspire professionals to complete high-quality work. Understanding and implementing the two-factor theory can help you deliver supportive management to members of your team.
Also known as Herzberg's motivation-hygiene theory, the two-factor theory or the dual-factor theory, the Herzberg theory states that certain elements within a workplace lead to job satisfaction, while others lead to dissatisfaction. Herzberg developed the theory to understand an employee's attitude better and drive toward the job.
He interviewed employees about what pleased and displeased them at work, studying both their good and bad experiences. He theorized that an individual's job satisfaction depends on two types of factors: Motivators and Hygiene factors.
Motivating factors:
Here's a list of factors that can cause satisfaction:
Hygiene factors:
Here's a list of factors that can cause dissatisfaction:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6569c46825e7324f8c3615e9_1702319932117Screenshot_20231208_171522.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651e4f4298cc1239ef472246_1702310572532IMG-20231129-WA0034.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651fe9e1856b96eb5086154d_17022888147341702042601529.jpeg\")
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9fb_1702287003591Quotes%20-%20Monday.jpg\")
Behind every performance of success, there’s a hidden act. The balls we juggle high are seen, but the ones that fall, often go unnoticed. Let’s take a moment to appreciate the unseen efforts and sacrifices that pave the way to our achievements!!
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1702286324114image.png\")
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The term ‘leader’ has emerged from the word leadership. An individual who possesses attributes of leadership is known as a leader. They focus to satisfy the behavior of each member of the group and realization of group goals. A leader inspires employees, provides psychological support, helps in implementing changes, handles conflicts effectively and works towards the development of individuals in an organization.
![\"Lightbox\"](\"https://media.geeksforgeeks.org/wp-content/cdn-uploads/20230109105351/10-Qualities-of-a-Good-Leader.png\")
Having a difficult conversation with a team member can be challenging, but it's an essential skill for an effective leader. Here are some of my learnings:
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6569c46b25e7324f8c361aca_1702181729511IMG_20231210_091635.jpg\")
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Great Journey has started with Great Mentor. Many thoughts and Ideas really work in our daily routine. people are watching and waiting for Good behavior so need to show the same.
All the best…Kudos Team.
","bookmarksUsers":["651fee67856b96eb508617a2"],"tags":["Action Idea"],"reactions":[{"_id":"6575166ad683c813e0293133","userId":"651e4f4298cc1239ef47225e","reaction":1,"createdAt":"2023-12-10T01:37:46.161Z"},{"_id":"65af75c66bdc802bbab3377d","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:16:06.594Z"}],"isActive":true,"userId":"651e4f4298cc1239ef472246","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c60f","url":"certificate/651e4f4298cc1239ef472246/8653.pdf","score":"64.44444444444444","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-25T00:00:00.000Z"},"personalInfo":{"name":"Shashi Ranjan Dubey","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/651e4f4298cc1239ef472246/userProfileaf9c48450c","company":"HDFC Life Insurance Company Ltd","gender":"Male"}},"_id":"6574a64b9c13b113c4a2127c","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-12-09T15:23:07.356Z","updatedAt":"2023-12-09T15:23:07.356Z"},"postText":"Mangers Transformation League Batch 5","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/651e4f4298cc1239ef472247_1702135303072GMI.jpg\")
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1. Regular Check-Ins: Schedule one-on-one meetings or team check-ins regularly. These can be both formal and informal, allowing team members to discuss their work progress, challenges, and personal interests.
2. Active Listening: Practice active listening during conversations. This means not just hearing what's being said but also understanding the emotions and motivations behind it. It shows genuine interest and care for your team members.
3. Open Communication Channels: Create an environment where team members feel comfortable sharing their ideas, concerns, and feedback. Utilize communication tools that encourage open discussions and collaboration.
4. Team-Building Activities: Organize team-building events or activities. These could range from casual outings to structured team exercises that promote trust, cooperation, and understanding among team members.
5. Recognition and Appreciation: Acknowledge and appreciate the efforts and achievements of your team members. Recognition boosts morale and strengthens connections.
6. Shared Goals and Vision: Ensure that everyone understands and aligns with the team's goals and vision. When team members feel connected to a shared purpose, it fosters a sense of belonging.
7. Flexibility and Support: Be flexible and supportive of your team members' needs. Offering support during challenging times and accommodating personal or professional needs demonstrates care and empathy.
8. Mentorship and Coaching: Encourage mentorship within the team or provide coaching opportunities. This helps in knowledge sharing, skill development, and strengthens relationships.
9. Social Gatherings: Organize informal social gatherings or events outside of work. This provides a relaxed setting for team members to bond and get to know each other on a personal level.
10. Lead by Example: As a leader, demonstrate the behaviors you want to see within the team. Show openness, empathy, and willingness to connect with team members.
Remember, the key is to create an environment where team members feel valued, heard, and connected to each other and to the common goals of the team. Tailoring these ideas to fit your team's dynamics and culture is crucial for success.
","bookmarksUsers":["651fee67856b96eb508617a2"],"tags":["Action Idea"],"reactions":[{"_id":"65af75daf935fe2b963d6d0b","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:16:26.529Z"}],"isActive":true,"userId":"651e8ccb98cc1239ef472bb7","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-06-10T00:00:00.000Z"},"personalInfo":{"name":"Girish Choudhury","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_6.png","company":"GMMCO","gender":"Male"}},"_id":"6572fc9014dc8314589b225c","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-12-08T09:12:50.559Z","updatedAt":"2023-12-08T09:12:50.559Z"},"postText":"One step forward from Good Manager to Great manager. ","postDescription":"![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6569c46a25e7324f8c361943_1702026392402InShot_20231208_143618308.jpg\")
Thanks ![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6569c46a25e7324f8c361943_1702024058426InShot_20231207_211945356.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647df4c6eaefe4f750cd6cd9_1702015775188image.png\")
![\"John](\"https://cdn.quotesgram.com/img/91/76/152777149-5d412f87d581623781456db3203ffe3f.jpg\")
Building a successful team hinge on more than just assigning tasks. It requires genuine care for your team members. By demonstrating this care, you foster a sense of alignment, trust, and increased productivity.
Here's how to show you care:
By demonstrating care, you create a foundation for a high-performing team. With alignment, trust, and a supportive culture, your team can achieve great things together.
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This wonderful article from “Forbes” talks more in detail about the same. Do take a read!
https://www.forbes.com/sites/hillennevins/2023/02/22/leaders-go-last/?sh=1c4719dd51ff
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What is the difference between a fact and a belief? A fact can be verified. A belief is at best a surmise.\" John lost the contract for ABC client\" is a fact. “John has the potential to get a 10 times larger contract” is a belief.
Try adopting positive beliefs about your team members and see the difference!
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1701758463639WhatsApp%20Image%202023-12-05%20at%2012.08.26.jpeg\")
People Connect
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Leadership isn't only about developing skill sets, but largely about a combination largely of mindsets
and learning only the relevant skills. This beautiful article by legendary tennis coach 'Tim Gallwey\", from his book, the “Inner Game of Tennis\", beautifully clarifies a few concepts:
Do let me know if you found it useful. Do share this with anyone you think would find it useful. Read the entire piece here: https://www.coachingcultureatwork.com/tim-gallwey-inner-game-2/
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1701337332784image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9f3_1701252353639image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1701165254600image.png\")
![\"Work-Life](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1701154755330image.jpeg\")
Fostering wellbeing and work-life balance within a team or organization is crucial for sustained productivity, employee satisfaction, and overall happiness. Here are steps you can take to achieve this:
1. Promote Flexibility: Offer flexible work hours or remote work options when feasible. Trusting employees to manage their time can reduce stress and increase satisfaction.
2. Set Clear Boundaries: Encourage clear communication about work hours and expectations. Avoid sending work-related emails or messages outside of agreed-upon hours unless urgent.
3. Encourage Breaks: Advocate for regular breaks during the workday. Encourage employees to step away from their desks, take walks, or practice mindfulness to recharge.
4. Provide Resources: Offer resources for mental health and stress management. This could include access to counseling services, mindfulness apps, or workshops on stress reduction techniques.
5. Lead by Example: Leaders should prioritize their own work-life balance and encourage others to do the same. When leaders model balance, it creates a culture where it's acceptable for everyone.
6. Recognize Achievements: Acknowledge and celebrate accomplishments and milestones. Recognizing hard work boosts morale and encourages a healthier work culture.
7. Encourage Vacations: Encourage employees to take their allotted vacation time. Avoid a culture that subtly discourages or penalizes employees for taking time off.
8. Regular Check-ins: Conduct regular check-ins to gauge workload, stress levels, and overall satisfaction. This opens channels for support and adjustments when needed.
9. Training and Development: Offer training on time management, stress reduction, and resilience. Equipping employees with skills to manage their workload enhances their ability to balance work and life.
10. Evaluate and Adapt: Continuously evaluate the work environment and policies. Be open to feedback and adjust policies as needed to better support work-life balance.
Remember, fostering work-life balance is an ongoing effort that requires a cultural shift and continuous commitment from leadership and the entire team. Prioritizing wellbeing not only benefits individuals but also contributes to a more engaged, production, and satisfied workforce.
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64dc8979b03eae426aa07f39_1701083461885Screenshot_20231102-160521.jpg\")
“In our fast-paced world, we rarely have the patience and perseverance to see things through. Leadership was not something that came naturally to me. As a fresh engineering graduate beginning my career, I had little aspirations of managing people.
I just wanted to roll up my sleeves and get the job done. But over the past 22 years, just through patience and perseverance, I've gradually grown into a leadership role step-by-step.
In my early jobs, I made it a priority to be a team player even without a management title. I observed my managers closely, noting their ability to motivate people.
When I eventually moved into a managerial position, I tried to emulate the behaviors I had appreciated in my bosses. I didn’t need to reinvent the wheel but instead focused on creating a blend of my ideas that would shape my approach.
Managing people well, I realized, requires understanding both spoken and unspoken needs. This became even more apparent when dealing with union workers and with blue-collar jobs.
Balancing their demands during tense negotiations was complex. I had to solve issues from their perspective, not just question them. People want leaders who treat them with respect.
And so, I encourage them to bring ideas and even mistakes to the table so we can grow together. Through successes but also painful mistakes, I learned the importance of building this trust.
Early on I hid my errors, but later opened up to managers when I failed. By candidly discussing problems, not concealing them, I gained a sense of resilience and wisdom to avoid repeats.
Now, over 100 people report to me, indirectly or directly. It is a responsibility I've grown to cherish, a far cry from what I thought about leadership earlier, guiding others on their leadership journeys.
This is often thought of as an inherent skill — you either have it or you don't. But to me, leadership is an art that requires practice and honing just like any other skill.”
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![\"Best](\"https://timetracko.com/blog/wp-content/uploads/2021/07/motivate-your-employees.webp\")
If you look at it, Sales hierarchy is responsible for their people and in turn those people are responsible for targets! Targets on a sustainable basis will not be achieved until & unless the entire Sales hierarchy is in this together. Success and Failure are also a part of the same hierarchy. Therefore, Effective People Management will eat Target setting for Breakfast!
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किसी अलग-थलग, निर्जन और सुनसान जगह पर रात्रि पहर सुरक्षा के लिहाज़ से हमें कभी भी अकेला सिक्योरिटी गार्ड तैनात नहीं करनी चाहिए, पर किसी मजबूरीवश हमें ऐसा करना पड़े, तो सुरक्षा की दृष्टि से कुछ सावधानियों का पालन अत्यंत जरूरी है ।
We should never deploy a single security guard at an isolated, deserted, and isolated place for night security, but if we must do so due to some compulsion, then it is very important to follow some precautions from security and safety point of view.
1 - यह गाँठ बाँध लें, हर परिस्थिति में सबसे पहलेसिक्योरिटी गार्ड की सुरक्षा सर्वोपरि है इसलिए सिक्योरिटी गार्ड पहले अपने को खतरों से सुरक्षित बनाये । उसे पर्सनल सेफ्टी से जुड़े सभी अनुदेशों का सख्ती सेपालन करना चाहिए। सिक्योरिटीगार्ड को ड्यूटी हॉवर्स में यूनिफार्म, हेलमेट, बॉडी आर्मर, और दुसरे सुरक्षा उपकरणों को इस्तेमाल में लाना चाहिए।
Tie this knot, in every situation the security guard's safety is paramount, hence the security guard should first make himself safe from dangers. He should strictly follow all instructions related to personal safety. Security guard must be on duty in uniform.
2 - यदि कुछ अनुभाग या कोई स्थान उसे असुरक्षित लगता है तो रात्रि पहर उसे वहाँ अकेले जाने से बचना चाहिए। परिस्थिति चाहे कैसी भी हो, पर जरूरी सहायता हासिल करने में सिक्योरिटी गार्ड को हिचकिचना नहीं चाहिए। सभी प्रकार की शंका, संदेह और घटनाओं की सूचना सिक्योरिटी गार्ड को अपने सिक्योरिटी सुपरवाइजर अथवा सिक्योरिटी इंचार्ज को देना चाहिए।
If some section or any place seems unsafe to him, then guard should avoid going there alone during the night. No matter what the situation, then the guard should not hesitate to seek necessary assistance. The security guard should inform all types of movements and incidents to his security supervisor.
3 - रात्रि पहर सिक्योरिटी गार्ड को अपने ड्यूटी स्थान और घर से आते-जाते समय यातायात नियमों और चेतावनियों का पूरी तरह पालन करना चाहिए। विपदा या आपद परिस्थितियों में सिक्योरिटी गार्ड, अपने को सुरक्षित रखते हुए उचित सहायता प्राप्त करे।
Night security guards should strictly follow traffic rules & warnings while making to and fro movement to their workplace. In case of emergency, security guard should keep himself safe and seek proper help.
4 - रात्रि पहर सिक्योरिटी गार्ड को अपने साथी कार्मिकों और अपने बेस लोकेशन से वाकी-टाकी अथवा मोबाइल फ़ोन द्वारा नियमित संपर्क में रहना चाहिए। उसे तयशुदा घंटों पर अपनी कुशलता की सूचना निर्दिष्ट व्यक्ति और अपने बेस लोकेशन को भेजते रहना चाहिए। ड्यूटी गार्ड्स की नियमित तैनाती में पैटर्न नहीं बनाना चाहिए।
Night security guards should remain in regular touch with their fellow personnel and to his base location through walkie-talkie or mobile phone. He should keep sending information about his well-being to the designated person or to his base location at fixed intervals. One should not establish any pattern in regular night deployment.
5-. रात्रि ड्यूटी में सिक्योरिटी गार्ड अपने ड्यूटी हावर्स (समय सीमा) का पालन मुस्तैदी से करें ओर लोगों की आवाजाही पर पैनी नज़र रखे। गेट खोलते औरबंद करते समय रात्रि पहर उसे बेहद चौकन्ना होना चाहिए।
During night hours, security guards should strictly follow their duty schedule and keep a close eye to the movement of people. He should be extremely cautious while opening and closing the gate at night.
6.- सिक्योरिटी गार्ड जिस परिसर की सुरक्षा में तैनात है वहाँ मौजूद सभी सामानों की अभिरक्षा उसकी जिम्मेवारी है।इसलिए बेहद सावधानी पूर्वकउसे चार्ज हैंडिंग-टेकिंग करना चाहिए।
The security guard is responsible for the custody of all the goods present in the premises for which he is deployed. Therefore, handing-taking process should be done religiously.
7.-संकटके समय जल्द सहायता प्राप्त करने के लिए सिक्योरिटी गार्ड को अपने आस-पास के किसी व्यक्ति से अच्छा संपर्करखना चाहिए ताकि जरूरत पड़ने पर उसे तुरंत मदद मिल सके। ,
To get quick help in times of crisis, the security guard should maintain good contact with nearby person so that he can get support in right earnest. ,
8.- अगर किसी प्रकार का खतरा संभावित है तो सिक्योरिटी गार्ड को अपनी कम्पनी के क्विक रिएक्शन टीम अथवा पुलिस से बेहिचक सहयोग प्राप्त करना चाहिए।
In case of emergency, security guard should seek help without any hesitation from his company's quick reaction team, companion or from the police department.
9. सिक्योरिटी गार्ड को आपात कालीन परिस्थितियों में कैसे प्रतिक्रिया देनी है, उसे इसकी समुचित जानकारी और नियमित ट्रेनिंग मिलनी चाहिए। आत्मा रक्षा के कानूनी अधिकारकी व्यवहारिक समझ सिक्योरिटी गार्ड को होनी चाहिए।
Security guards must be given proper knowledge and regular training on how to respond in emergency situations. Guards should also have understanding about his legal rights and protection to life and property.
10. सिक्योरिटी गार्ड को नियमित तौर पर अपने स्वास्थ्य जांच करवाते रहना चाहिए। चिंतित या बीमारी का संकेत मिलने पर किसी सिक्योरिटी गार्ड्स को रात्रि पहर ड्यूटी पर तैनात नहीं करना चाहिए। रात्रि ड्यूटी पर तैनात गार्डके पास उसके नज़दीकी इ एस आई हॉस्पिटल, एम्बुलेंस और अन्य इमरजेंसी नंबर होने चाहिए।
Security guards should get their health checkups on regular basis. No security guards to be deployed on night duty if there is any sign of anxiety or illness. The guard deployed on night duty should have the nearest ESI hospital, ambulance, and other emergency contact details.
अपने सिक्योरिटी गार्ड्स और लोगों से भी नियमित संपर्क बनाये रखें, क्योंकि अजनबियों के शोर से अपनों की चुप्पी ज़्यादा परेशान करती है।
जय हिन्द !
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बदलता परिदृश्यऔर सिक्योरिटी कार्मिकों के लिए महत्वपूर्ण होती संचारकला !
Changing scenario and the importance of art of communication for security personnel!
कम्युनिकेशन या संचारआखिर है क्या?
दरअसल, यह लोगों के बीच सूचनाओं और समझ के आदान-प्रदानका यह एक जरिया है।
सिक्योरिटी पेशे से जुड़े लोगों के बीच प्रभावी संवाद, सिक्योरिटी (सुरक्षा), इंसिडेंट मैनेजमेंट (घटनाओं के कुशल प्रबंधन) तथा सुरक्षित वातावरण बनाए रखनेका एक कारगर तरीका है। किसी परिसर में तैनात सुरक्षाकर्मी वहां काम कर रहे लोगों को सुरक्षित रखनेके साथ साथ, सिक्योरिटी कंपनी का ब्रांड अम्बस्सडर भी होताहै।
सही तरीके से लोगो तक जानकारी (कम्युनिकेट) पहुँचाना, मानवीय संपर्कों की बारीकियों (नुएन्सेस ऑफ़ ह्यूमन इंटरेक्शन) को ध्यान से सुनना (लिसनिंग), उसका अवलोकन करना (ऑब्जरवेशन) और उसे ढंग से समझना (अंडरस्टैंडिंग), ये सब आर्ट ऑफ़ कम्युनिकेशन के भाग हैं। समय पर और सही तरीके से दी गई सूचनाओं से, जीवन और संपत्ति दोनों की रक्षा संभव है।
इफेक्टिव कम्युनिकेशन (प्रभावीसंचार) कि कई युक्तियाँ हैं, जैसे
A-स्पीकिंग (बोलना )
B-लिसनिंग (सुनना)
C-राइटिंग (लिखना)
D-बॉडीलैंग्वेज (शरीरकी भाषा) और
E-विजुअल ऑब्जरवेशन (दृश्यअवलोकन) इत्यदि
आइये हम संचारके इन विभिन्न युक्तियों का समुचित आकलन कर यह पता करें, कि सुरक्षा पेशे से जुड़े लोग \"आर्टऑफ़ कम्युनिकेशन\" में कैसे पारंगत बन सकतेहैं?
A- स्पीकिंग (बोलना):
1.क्लाइंट एंड पब्लिक रिलेशन्स: सिक्योरिटी कर्मी प्रायः क्लाइंट, एम्प्लॉयइज, विजिटर्स और आम पब्लिकके संपर्क में रहता है, ऐसे में उसके बातचीत करने का तौर तरीका, कंपनी की प्रतिष्ठा में चार चाँद लगाने के अतिरिक्त उस सुरक्षाकर्मी के प्रति लोगों में विश्वास जगाती है।
2 -डि एस्कालेशन: बेहतर संवाद कौशल, टकराव की परिस्थितयों को टालने और उसे दूर करने में सहायक सिद्ध होता है। टकरावकी स्थिति को संयम बरतते हुए भी बखूबी संभाला जा सकता है।
3- वर्बल कम्युनिकेशन: सुरक्षा कार्मिकों को पूरे मन से संवाद की कला सीखनी चाहिए और स्थिति के अनुरूप ही बातचीत में उचित शब्दों का प्रयोग और सही लहजा अपनाना चाहिए ।
4.क्राइसिस कम्युनिकेशन: सुरक्षाकर्मी को इमर्जेन्सी में लोगों की सुरक्षित निकासी के अतिरिक्त, अपनाई जा रही सुरक्षा प्रक्रियाओं के अनुपालन में आगे बढ़कर सहयोग देना चाहिए।
5.क्लियर एंड कनसाइज कम्युनिकेशन: सुरक्षा कर्मी सभी प्रकार के निर्देश, सरल, सहज और शब्दजाल (जारगन या मुहावरे) रहित भाषा में दे एवं अस्पष्ट और घुमा फिराकर अपनी बात न कहे।
6. यूज़ ऑफ़ ट्व वे रेडियो: यदि रेडियो सामग्री उपलब्ध हो, तो अपने साथियों और सुपरवाईजर्स के साथ, सुरक्षा कर्मी त्वरित और बेहतर संचार के लिए टू-वे कम्युनिकेशन का उपयोग करे।
7.कोड वर्ड्स एंड सिग्नल: विशेष परिस्थितियों के लिए पहले से कोड और सिग्नलस निर्धारित कर लेनना चाहिए। इससे हंगामा खड़ा किये बिना इमर्जेन्सी में दूसरों को सचेत किया जा सकता है।
8.क्रॉस -कल्चरल अवेयरनेस: सुरक्षा कर्मियों को सांस्कृतिक अंतर,अलग-अलग तरह के रीति -रिवाजों और परिवेशों की संवेदनशीलता का अनुभव होना चाहिए ताकि वह सुरक्षा प्रोटोकॉल का भली भांति अनुपालन करवा सके।
9. सिचुएशनल अवेयरनेस: सुरक्षा कर्मियों को आसपास के माहौल और लोगों के व्यवहार का लगातार नज़र रखनी चाहिए जिससे वह असामान्यया संदिग्ध गतिविधियों की सूचना तुरंत अपने सुपरवाइजर को दे सके।
B - लिसनिंग : नॉलेज स्पीक्स बट विजडम लिशन (ज्ञान बोलता है, पर बुद्धि सुनती है)
1.एक्टिव लिसनिंग: सुरक्षा कर्मी सक्रिय रूप से लोगों की बातों को सुनें और उनकी वाजिब चिंताओं एवं जरूरतों का ख्याल रखे। उसकी यह काबलियत भविष्य के खतरों और टकराव के बिंदुओं को आसानी से चिन्हित कर सकती है।
2.इम्पैथी: सुरक्षा कर्मी दूसरों के दृष्टिकोण को समझने का प्रयास करें तथा उसके प्रति सहानुभूतिपूर्ण रवैया अपनाए। ऐसी कोशिश परिस्थितियों को काबू में रखकर आपसी संबंधों को मधुर बनाने का जरिया बन सकती है। बी काइंड, इवन विथाउट ए रीज़न !
3.कनफ्लिक्ट डी-इसकलेशन : क्रोधित और उग्र व्यक्तियों से बात- व्यवहार करते समय, शांत बनें रहें तथा विनम्र भाव से उनके समक्ष अपनी बात रखें। टकराव वाली भाषा से बचें और ध्यान पूर्वक दूसरों की चिंताओं को सुनें। दूसरे पक्ष की भावनाओं को स्वीकार करते हुए समाधान की दिशा में भी प्रयत्न करें।
C : राइटिंग :
1.रिपोर्टिंग एन्ड डॉक्यूमेंटेशन : सुरक्षा कार्यों के लिए घटना की सटीक और वस्तुपरक रिपोर्टिंग आवश्यक है। लिखित और स्पष्ट रूप में घटना का विवरण दर्ज़ करें, जैसे तारीख, समय, स्थान, घटना में शामिल व्यक्ति, की गई कार्रवाई और सम्बंधित गवाह इत्यादि। संभव है भविष्य में इन विवरणों का इस्तेमाल कानूनी जांच के लिए भी हो सकती है !
2-बी रेडी विथ रिटेन मटेरियल (लिखित सामग्री के साथ तैयार रहें)
3-एक्यूरेसी (सटीकता)
4-क्लैरिटी (स्पष्टता)
5-यूज़ वर्ड्स व्हिच आर नोन एंड अंडरस्टैंडबल(जानने और समझने वाले शब्दों का प्रयोग करें)
6- करेक्ट स्पेलिंग (शुद्ध वर्तनी)
7-इन शार्ट एंड मेन इनफार्मेशन टू बी कम्युनिकेटेड (संक्षिप्त एवं मुख्य सूचना संप्रेषित )
सिक्योरिटीकर्मी अपनी रिपोर्ट लिखते समय KISS किश (Keep it simple and stupid / straight कीप ईट सिंपल एंड स्टुपिड/ स्ट्रैट ) एक्रोनिम का ध्यान रख सकते हैं।
D: रीडिंग:
1-अंडरस्टैंडिंग प्रोसीजर एंड प्रोटोकॉलस: सुरक्षा एजेंसियों के पास सुरक्षा मैनुअल और दिशानिर्देश पुस्तिका मौजूद रहती है जिसका अनुपालन सुरक्षा कर्मियों के लिए अति आवश्यक है। उनमें आपात स्थिति से निपटने के लिए सुरक्षा प्रोटोकॉल की समझ भी होनी चाहिए ।
2-इम्प्रोविंग कम्युनिकेशन स्किलस: सुरक्षा कर्मियों के लिए प्रभावी संचार एक महत्वपूर्ण अवयव है। संचार पर जानकारी हासिल करते रहने से सुरक्षा कर्मियों का स्पष्ट रूप से बोलना, सक्रिय रूप से सुनना और सहकर्मियों, सुपरवाइज़र तथा जनता तक अपनी बात को प्रभावी ढंग से पहुँचाना सरल हो जाताहै। .
3-सीचुएशनल अवेयरनेस: सुरक्षा से संबंधित विषयों, जैसे खतरों का आकलन, जोखिम प्रबंधन और अपराध की रोकथाम के बारे में अध्ययन से समय सुरक्षाकर्मियों में उचित प्रतिक्रिया देने की क्षमता बढ़ जाती है। संभावित खतरों के बारे में अच्छी जानकारी होने पर उनके लिए जान और माल को सुरक्षित बनाये रखना भी संभव हो जाता है।
4-लीगल नॉलेज: सुरक्षा कर्मियों को अपने कानूनी अधिकारों और जिम्मेदारियों के प्रति भी सजग होना चाहिए। सुरक्षा कानूनों, विनियमों और आचार संहिता से संबंधित सामग्री के सतत अध्ययन से सुरक्षा कर्मी अपने कर्तव्यों का पालन क़ानूनी की सीमा के अंदर रहते हुए कर सकते हैं।
5-कनफ्लिक्ट रीजोल्यूशन: सुरक्षा गार्डों को अक्सर संघर्ष और टकराव का सामना करना पड़ता है। संघर्ष समाधान युक्तियों और डी-एस्केलेशन रणनीतियों के अध्यययन से सुरक्षा कर्मी बल प्रयोग किये बिना भी तनावपूर्ण स्थिति को कण्ट्रोल कर सकते हैं।
6-स्टेइंग इन्फोर्मेड: खतरे बढ़ रहे है और तकनीकी विकास भी लगातार हो रहा है। इंडस्ट्रीसे जुडी पत्रिकाओं, समाचार, लेखों और सुरक्षा सम्बन्धी रिपोर्टों के अध्ययन से सुरक्षाकर्मियों को नए खतरों काो भांपने, अत्याधुनिक तकनीकों का समझने और उसे कारगर तरीके से लागु करने में मदद मिलती है।
7-प्रोफेशनल डेवलपमेंट: कई सुरक्षा कर्मी सुरक्षा उद्योग में अपने करियर को आगे बढ़ाने की इच्छा रखते हैं।लीडरशिप, मैनेजमेंट और कैरियर डेवलपमेंट के बारे में जानने से सुरक्षाकर्मियों को अपने लक्ष्य निर्धारित करनेऔर इस क्षेत्र में पदोन्नति के अवसरों को हासिल करने में मदद मिलती है।
D: बॉडी लैंग्वेज:
1.नॉन-वर्बल कम्युनिकेशन: शारीरिक भाषा, चेहरे का हावभाव से बहुत सारी जानकारी हो जाती है। गार्डों को अपने गैर-मौखिक संकेतों के बारे में पता होना चाहिए और दूसरों के गैर-मौखिक संकेतों की सटीक व्याख्या भी उन्हें करनी आनी चाहिए,
2 नोड्डिंग हेड: सिर हिलाना
3 फेसिअल एक्सप्रेशनस: चेहरे के भाव
4 बाई यूजिंग हैंड्स : हाथों का उपयोग करके
5 आई इम्प्रैशन : आँखों की हरकत से
E : यूज़ ऑफ़ टेक्नोलॉजी:
संचार में सहायता के लिए निगरानी कैमरे, अलार्म और इंटरकॉम जैसी सुरक्षा प्रणालियों और प्रौद्योगिकी का उपयोगों की उन्हें व्यवहारिक समझ होनी चाहिए।
1 - ई मेल प्रोटोकॉल
2 - टेलीफोन पर बातचीत करने का उचित ढंग
F :ट्रेनिंग एंड प्रैक्टिस :
1 - अपने कौशल को निखारने और वास्तविक जीवन की स्थितियों के लिए तैयार रहने के हेतु नियमित तौर पर प्रशिक्षण और मॉक ड्रिल में हिस्सा लें।
2 - ब्रीफिंग, डी ब्रीफिंग और ट्रेनिंग की बारीकियों का समझ कर उसे कार्यरूप दें।
3 - मीट एंड ग्रीट के बेहतर तौर तरीकों का अनुपालन करें।
G: विजुअल ऑब्जरवेशन ( दृश्य निरीक्षण):
1 -आबज़र्ब रदर देन लुक (देखने के बजाय निरीक्षण करें)- किसी सिक्योरिटी पोस्ट का योजनाबद्ध और तरतीबार निरीक्षण करें
2 -इन्टरप्रेट द मैसेज (संदेश की व्याख्या करें)
3 - कंसन्ट्रेट ऑन इमेजेज (छवियों पर ध्यान केंद्रित करें)
Einstein use to say, 'If you cannot explain it simply, you don' t understand it well enough! (आइंस्टीन कहा करते थे, \"यदि आप किसी विषय को सरलता से नहीं समझा सकते, तो इसका मतलब है आप खुद भी उसे पर्याप्त रूप से नहीं समझते हैं!\"
H: कन्क्लूजन
1 -सुरक्षा गार्ड के लिए अच्छा संचार कौशल एक बुनियादी जरूरत है
2 -स्थानीय वर्क फ़ोर्से के साथ व्यवहार करते समय, स्थानीय भाषा जानने का लाभ उठायें
3 -अच्छी बॉडी लैंग्वेज, सुरक्षा कर्मियों के अनुशासन का प्रदर्शित करती है
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"65af767af935fe2b963d6e01","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:19:06.964Z"}],"isActive":true,"userId":"647607ce4b49bcffc431868a","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-01-05T00:00:00.000Z"},"personalInfo":{"name":"Gopal Prasad Singh","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Quess Corp Limited","gender":"Male"}},"_id":"655f307b21ebf01ccc2cf20c","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-11-23T07:27:39.716Z","updatedAt":"2023-11-23T07:27:39.716Z"},"postText":"****Team****","postDescription":"
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647d8a2ceaefe4f750c012c8_1700724371910gmcp_9.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1700723414624image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647d8a2ceaefe4f750c012c8_1700722484639GMCP.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e878abfd767746aa12_1700719026569image.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ac5_1700715057775Controlling%20the%20Controllables.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647607ce4b49bcffc4318694_1700712431961A%20great%20leader.jpg\")
![\"Three](\"https://thefutureorganization.com/wp-content/uploads/2021/06/motivate-employees2-894x1024.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/64d242e778abfd767746a9ef_1700538449892team.jpg\")
Celebrated Happy Men's day.Engaged all team members to participate in few activities like tricks with Images to identify film songs , Bank Names and also Eating biscuit with using some logic.Cake cutting , Snacks like Vada Pav and Juice.Had great fun time.Appreciate all for support.Great PCB Team!
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a9e_170050591643111.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a9e_170050591645022.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a9e_170050591644433.png\")
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"655c37a6bbfc611320e524f2","userId":"647df76deaefe4f750cdbdc5","reaction":1,"createdAt":"2023-11-21T04:52:54.089Z"},{"_id":"655c3e75bbfc611320e55129","userId":"650ac8380a0dcb588efe7d21","reaction":1,"createdAt":"2023-11-21T05:21:57.426Z"},{"_id":"655c4e2cbbfc611320e5e926","userId":"649567b63062d026a6156b3a","reaction":1,"createdAt":"2023-11-21T06:29:00.999Z"},{"_id":"655c7649bbfc611320e762ba","userId":"649567b63062d026a6156b2b","reaction":1,"createdAt":"2023-11-21T09:20:09.110Z"},{"_id":"655d85a221ebf01ccc261783","userId":"62a09ee142dbea46abc6fdb2","reaction":1,"createdAt":"2023-11-22T04:37:54.042Z"},{"_id":"655ee84321ebf01ccc2b499a","userId":"64d242e878abfd767746aa12","reaction":1,"createdAt":"2023-11-23T05:50:59.251Z"},{"_id":"65af76a9245a212bd52e2fcb","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:19:53.454Z"}],"isActive":true,"userId":"649567b63062d026a6156a9e","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-22T00:00:00.000Z"},"personalInfo":{"name":"Nagalambika Dwaranahalli Honnappa","profilePic":"https://media.greatmanagerinstitute.com/profilePics/649567b63062d026a6156a9e/Nagalambika%20Photo.jpga36995a8d2","company":"Tessolve Semiconductor Private Limited","gender":"Female"}},"_id":"655bab06aa40f802d0837010","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-11-20T12:43:05.632Z","updatedAt":"2023-11-20T12:43:05.632Z"},"postText":"Mangement tools for day-to-day activites. ","postDescription":"
A very nice tool to analyse and work on your team #skillwillmatrix.
What is your views and which tools you are preferring to strengthen the team.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647d8a2ceaefe4f750c01158_17004841190531612074887176.jpg\")
Instead of investing the time to impress the boss, Invest the time in Team Building.
Success is not given. It is Earned.
W![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647d8a2ceaefe4f750c01158_17004837065011670650819560.jpg\")
e played a day and night cricket match with my entire field team. The best part is that there are no juniors or seniors among us, and everyone works together to motivate the team to win.
This is the team's strength if you have a good environment, organization #schindler, boss and colleagues.
Mantra for Success- If we have a good team, the results will come naturally. There are no problems, all are opportunities.
Let's shine together!
Team is thriving with open communication, regular meetings, and clearly defined roles. We utilize collaboration tools for seamless workflow, fostering a feedback culture to continuously improve. From team-building activities to acknowledging achievements, we're creating a positive environment that leads to effective collaboration and project success. Together, we're not just a team; we're a community dedicated to excellence!
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If you’re always assigning away the undesirable activities, your direct reports will resent you.
That said, I feel strongly that, as a manager, you need to manage your own energy. And, so, you may find from time-to-time, you just can’t muster up the energy to work on something.
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https://www.gallup.com/workplace/237029/no-quality-makes-manager-great.aspx
","bookmarksUsers":[],"tags":["Action Idea","Manager Mantras","Question"],"reactions":[{"_id":"655b95bbaa40f802d08351dd","userId":"64a811b2b83c063ddfba51f6","reaction":1,"createdAt":"2023-11-20T17:22:03.867Z"},{"_id":"655d78e821ebf01ccc25b5d6","userId":"647df593eaefe4f750cd85a3","reaction":1,"createdAt":"2023-11-22T03:43:36.248Z"},{"_id":"65af76c351eaae2b7b254ca9","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:20:19.037Z"}],"isActive":true,"userId":"647607ce4b49bcffc4318694","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-11-21T00:00:00.000Z"},"personalInfo":{"name":"Rohan Nabar","profilePic":"https://media.greatmanagerinstitute.com/profilePics/647607ce4b49bcffc4318694/Rohan%20Nabar%20Head%20Shot.jfifa97914e5da","company":"Quess Corp Limited","gender":"Male"}},"_id":"655aeb21aa40f802d07ecea7","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sarvesh Rammohan Koppalkar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Fullerton India Credit Company Limited","gender":"Male"},"_id":"64d479d678abfd767746ce35","managerInfo":{"communityBadge":[],"badge":[{"_id":"665047b422f8134f9234eae8","badgeType":"GMC Certification","startDate":"2024-05-24T07:54:16.488Z","endDate":"2025-05-24T00:00:00.000Z","certificate":true,"url":"certificate/64d479d678abfd767746ce35/7846","score":"63.23809523809524"}],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-22T00:00:00.000Z"}},"isActive":true,"postId":"655aeb21aa40f802d07ecea7","reactions":[{"timestamps":{"createdAt":"2023-11-21T03:35:33.622Z","updatedAt":"2023-11-21T03:35:33.622Z"},"_id":"655c2585bbfc611320e47c02","userId":"647607ce4b49bcffc4318694","reaction":1}],"thoughtText":"Excellent Read\n","timestamps":{"createdAt":"2023-11-20T11:21:12.307Z","updatedAt":"2023-11-20T11:21:12.307Z"},"userId":"64d479d678abfd767746ce35","userType":1,"_id":"655b4128aa40f802d0817033"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-20T04:52:06.784Z","updatedAt":"2023-11-20T04:52:06.784Z"},"postText":"Intra Team Management","postDescription":"\"Coming together is a beginning, staying together is progress, and working together is success.\" - Henry Ford…..A Mantra for Intra Team Management
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"655af3aeaa40f802d07f05ae","userId":"6555df4cbaa4aa6333bf22a0","reaction":1,"createdAt":"2023-11-20T05:50:38.128Z"},{"_id":"655b95c1aa40f802d08351ed","userId":"64a811b2b83c063ddfba51f6","reaction":1,"createdAt":"2023-11-20T17:22:09.691Z"},{"_id":"655c28bfbbfc611320e4a84a","userId":"64d242e778abfd767746a9ef","reaction":1,"createdAt":"2023-11-21T03:49:19.899Z"},{"_id":"655d86f821ebf01ccc261bb6","userId":"62a09ee142dbea46abc6fdb2","reaction":1,"createdAt":"2023-11-22T04:43:36.638Z"},{"_id":"65af76c451eaae2b7b254cb8","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:20:20.586Z"}],"isActive":true,"userId":"64d242e878abfd767746aa12","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"65f8567bb5e4328e58f8897f","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e878abfd767746aa12/9912","score":"90.6"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-19T00:00:00.000Z"},"personalInfo":{"name":"Abhinav Kumar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"Shyam Spectra Pvt Ltd","gender":"Male"}},"_id":"655ae5f6aa40f802d07eade6","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-11-20T01:23:29.692Z","updatedAt":"2023-11-20T01:23:29.692Z"},"postText":"6 Qualities That Make A Great Leader","postDescription":"1. Leader must have a vision
2. Travel on an unexplored path
3. Must know how to manage success and failure. When failure occurs, the leader of the organization owns that failure. When success occur, he gives it to his team.
4. Must have courage to take decision
5. Nobility in management
6. Transparent in every action. He should work with integrity and succeed with integrity.
- APJ Abdul Kamal
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156b0f_1700303735730Small_app_Image_Ganesh.png\")
Thanks Ganesh for Testing and Debugging in Magik2 Project,
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[{"_id":"65599f76656cef5961cee596","userId":"64a7eb2a33619c70c793a784","reaction":1,"createdAt":"2023-11-19T05:39:02.217Z"},{"_id":"655ae7adaa40f802d07ebaa0","userId":"64d242e878abfd767746aa12","reaction":1,"createdAt":"2023-11-20T04:59:25.457Z"},{"_id":"655b95d4aa40f802d08351fc","userId":"64a811b2b83c063ddfba51f6","reaction":1,"createdAt":"2023-11-20T17:22:28.452Z"},{"_id":"65af76cb5aed962bc89c0793","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:20:27.582Z"}],"isActive":true,"userId":"649567b63062d026a6156b0f","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-11T00:00:00.000Z"},"personalInfo":{"name":"Vijayakumar Kumarasamy","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"655895a5656cef5961cda846","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi Shinari","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f6","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"655895a5656cef5961cda846","reactions":[],"thoughtText":"So nice!!","timestamps":{"createdAt":"2023-11-20T17:22:36.505Z","updatedAt":"2023-11-20T17:22:36.505Z"},"userId":"64a811b2b83c063ddfba51f6","userType":1,"_id":"655b95dcaa40f802d083520f"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-18T05:13:23.232Z","updatedAt":"2023-11-18T05:13:23.232Z"},"postText":"Team Work Quote","postDescription":"![\"Michael](\"https://www.southernliving.com/thmb/rWVDWBVxz-mhDwDXvyfr4mRYhfU=/1500x0/filters:no_upscale():max_bytes(150000):strip_icc():format(webp)/SL-TEAMWORKQUOTES-1_MichaelJordan-af695e3de9d34904b343e69f25fe0f44.jpg\")
No matter where you are in your career, it's never too early or too late to start or continue to develop your leadership skills . Leadership is often described as a set of skills that can be enhanced and learnt.
At some point in their careers, everyone has had a boss who has asked them to do something they don't usually do, such as come in early for a meeting, and then the boss was late for it. Having the \"do as I say\" attitude doesn't make you likable and doesn't earn you the respect of your team. A good leader is one who leads by example and does what they expect everyone else to do. If you expect your team to be hard workers, then you should be a hard worker too. By practicing what you preach, you earn the respect and loyalty of your team, and before long, you'll see that they're following your example
Instead of focusing on the problem at hand, an effective leader instead directs attention toward the solution. Instead of worrying and complaining about the issues, they focus on the objectives and then turn their energies toward creating a plan and strategy to achieve those objectives. An effective leader prioritizes so they can get the most important and urgent things done first.
Instead of pointing fingers and playing the blame game when things go wrong, a good leader takes responsibility for the team's actions and their consequences. By being willing to take responsibility, you prove that you're worthy of trust and respect.
We've probably all had a boss who took all the credit for the team's hard work and success, right? This is not an effective leader. An effective leader is one who is team-oriented and more than happy to share the glory and credit for a job well done with the team. They admit that the success and achievements are due to the team's joint efforts. A leader is only as good as the team behind them. By sharing the glory, an effective leader can earn the admiration and respect of the team. After all, no one wants to follow a selfish leader.
One of the primary traits of an effective leader is the ability to develop team members through training, teaching or coaching. The team will not be able to achieve the goals of the organization without this training.
An effective leader can build people up and create a stronger team, which benefits everyone involved. They can do this because they pay attention to the strengths and weaknesses of the team as a whole, as well as those of each team member. They have excellent communication skills, which they can use to build relationships with and among team members. By building good interteam relationships, they create a greater level of productivity.
Excellent communication skills are necessary to become an effective leader. However, communication is not just about expressing what you want to happen -- it's also about being able to truly listen to others. An effective leader not only expresses their ideas and strategies persuasively and clearly but also truly listens to feedback with an open mind.
In many cases, the leader of a team has to venture into new territory, which means they have to face the unknown and take risks or break rules. In order to do this, a leader must be able to speak up about the things that truly matter and be assertive about what they need and want from their team and for their team. An effective leader is willing and ready to face any challenges and obstacles so they can achieve their own goals and the goals of the organization.
Projecting confidence is probably the most difficult characteristic to develop. Some people are naturals when it comes to this, but you can develop a greater sense of self-assurance. Part of this confidence is having faith and feeling secure in yourself and not needing to be accepted and loved by others, as well as being able to prove that you have the competencies and the skills to be an effective leader and to lead the team to its common goal.
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"65af76d351eaae2b7b254d23","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:20:35.108Z"}],"isActive":true,"userId":"654333d61dba6958840ea65a","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"671897af30aeb32087ec65ad","url":"certificate/654333d61dba6958840ea65a/101.pdf","score":"88.62499999999999","badgeType":"GMC Certification","startDate":"2024-10-21T18:30:00.000Z","endDate":"2025-10-21T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-10-11T00:00:00.000Z"},"personalInfo":{"name":"Vinay Kumar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"Havells","gender":"Male"}},"_id":"655842d5656cef5961cc4898","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-11-17T14:44:54.462Z","updatedAt":"2023-11-17T14:44:54.462Z"},"postText":"Set to Get and Get to Set..!! Involve all possible team members","postDescription":"
Set to Get - Share adequate and all possible information about project details and customer expectation with complete team, so that complete team has information which leads to chances for best possible contribution all members of team.
Get to Set - Once team members has information, listen to each and every ideas and suggestions, check for feasibility and take best possible workable solution to set the execution plan.
Involve - Make sure every induvial ideas is shared among team members so that all team members involved and no individual experience FOMA(fear of missing out).
","bookmarksUsers":[],"tags":["Action Idea"],"reactions":[{"_id":"65af76d551eaae2b7b254d2c","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:20:37.080Z"}],"isActive":true,"userId":"649567b63062d026a6156b68","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-02-28T00:00:00.000Z"},"personalInfo":{"name":"Prajwal Kalleswarappa","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65577c66656cef5961cb3e40","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-11-17T13:55:01.132Z","updatedAt":"2023-11-17T13:55:01.132Z"},"postText":"Work life Balance , Chit Chat with Colleagues after Fun activities :) ","postDescription":"Leadership is not just leading the team, its all about enjoying and spending time with team, understand the emotions.
Photo's with team after Fun@work at Tessolve BLR office.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156a8d_1700229182181WhatsApp%20Image%202023-11-17%20at%207.21.06%20PM.jpeg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ad4_1700224736579MicrosoftTeams-image%20%2854%29.png\")
Thanks Mohan for sharing your ideas with the Team & sharing the information's.
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\"A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better.\"
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"65af76ef51eaae2b7b254dcb","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:21:03.790Z"}],"isActive":true,"userId":"649567b63062d026a6156a8d","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-21T00:00:00.000Z"},"personalInfo":{"name":"Shobhit Agrawal","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_3.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65575cae656cef5961cac546","topThoughts":[{"userDetails":{"personalInfo":{"name":"Tammisetty Venkata Rama Vara Prasad","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"HDFC Life Insurance Company Ltd","gender":"Male"},"_id":"651e4f4298cc1239ef47227d","managerInfo":{"communityBadge":[],"badge":[{"_id":"668639488b79e709fc53c61d","url":"certificate/651e4f4298cc1239ef47227d/3651.pdf","score":"88.95833333333334","badgeType":"GMC Certification","startDate":"2024-07-02T18:30:00.000Z","endDate":"2025-07-02T18:30:00.000Z","certificate":true}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-07-29T00:00:00.000Z"}},"isActive":true,"postId":"65575cae656cef5961cac546","reactions":[],"thoughtText":"YES","timestamps":{"createdAt":"2023-11-17T12:50:47.512Z","updatedAt":"2023-11-17T12:50:47.512Z"},"userId":"651e4f4298cc1239ef47227d","userType":1,"_id":"655761a7656cef5961cadfb2"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-17T06:54:33.808Z","updatedAt":"2023-11-17T06:54:33.808Z"},"postText":" Leadership is not a position or tittle, its action","postDescription":"
Leadership is a quality of a person. It is the ability to encourage and influence a team to follow and reach a specific objective or goal
","bookmarksUsers":[],"tags":[],"reactions":[{"_id":"6558adac656cef5961cde53f","userId":"64d479d678abfd767746ce6a","reaction":1,"createdAt":"2023-11-18T12:27:24.636Z"},{"_id":"655ae60daa40f802d07eaec8","userId":"64d242e878abfd767746aa12","reaction":1,"createdAt":"2023-11-20T04:52:29.973Z"},{"_id":"65af76f151eaae2b7b254dd4","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:21:05.523Z"}],"isActive":true,"userId":"649567b63062d026a6156af7","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2023-12-13T00:00:00.000Z"},"personalInfo":{"name":"Arumugam Sakthivel","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_5.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65570e29656cef5961c88952","topThoughts":[{"userDetails":{"personalInfo":{"name":"Abhinav Kumar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_4.png","company":"Shyam Spectra Pvt Ltd","gender":"Male"},"_id":"64d242e878abfd767746aa12","managerInfo":{"communityBadge":[],"badge":[{"_id":"65f8567bb5e4328e58f8897f","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/64d242e878abfd767746aa12/9912","score":"90.6"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-19T00:00:00.000Z"}},"isActive":true,"postId":"65570e29656cef5961c88952","reactions":[],"thoughtText":"Absolutely, leadership isn't confined to a title or position within an organization. It's a mindset, a set of actions, and a way of guiding others regardless of formal authority. Here are some quotes that echo this sentiment:\n\n\"Leadership is not about being in charge. It's about taking care of those in your charge.\" - Simon Sinek","timestamps":{"createdAt":"2023-11-20T04:54:50.143Z","updatedAt":"2023-11-20T04:54:50.143Z"},"userId":"64d242e878abfd767746aa12","userType":1,"_id":"655ae69aaa40f802d07eb274"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-17T06:46:48.147Z","updatedAt":"2023-11-17T06:46:48.147Z"},"postText":"Faliure can teach you pleanty","postDescription":"This title may sound strange to many, the way it sounded me until i learnt & came across business cases, anecdotes that endorse failure as ladder of success, provided we muster the courage to continue & don't succumb to it. Its good idea for people managers to use failure to spur oneself on to success, but unfortunately many are critical to Failure and it has been considered as bane, so much so that it creates sense of fear among team and they stop taking self initiatives, thinking out of box, proposing fresh idea, lacking accountability of their action, which in turn increase dependency on managers defined guidelines.
When employees know their successes will be celebrated at work and their failures will be handled with dignity and care, they are more likely to take risks and innovate. Having a safe space to try new ideas and knowing you’ll be rewarded for your efforts helps encourage individual to think outside the box and propose fresh ideas.
Acknowledging success teaches an individual to repeat that action. Acknowledging failures offers individual a valuable learning opportunity to grow and improve in the future. We as People Managers should frame failures so employees don’t feel shamed or embarrassed for their mistakes. Instead, they should celebrate failures as a chance for continuous learning.
Once Indian Bowling Coach Mr. R.Sridhar, shared very interesting incident that transpired in Indian dressing room during India-Australia Test series in 2021, which will be remembered as one of the India's finest, what was the fight back it was. India lost the first test match and being bowled out for 36, the teams lowest test score ever and fight back to win the next test match and then draw the 3rd match and then pulling off improbable win in 4th test to win the series. Mr. Sridhar (India Bowling Coach) spoke about how Ravi Shashtri (India Head Coach) told the team to wear that 36 (lowest Score) like a badge. “Wear it like a badge and you will be a great team” he said. And rest is history.
Its good idea to wear that badge, learn your lesson. failure has got lot to teach.
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","bookmarksUsers":[],"tags":[],"reactions":[],"isActive":true,"userId":"649567b63062d026a6156b60","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2024-04-08T00:00:00.000Z"},"personalInfo":{"name":"Prasanna Varahamurthy Srinivasa","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65570be6656cef5961c87084","topThoughts":[{"userDetails":{"personalInfo":{"name":"Santanu Bhattacharjee","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"HDFC Life Insurance Company Ltd L&D","gender":"Male"},"_id":"6569c46d25e7324f8c361be8","managerInfo":{"communityBadge":[],"badge":[{"_id":"668f95866e77b80da22acef2","url":"certificate/6569c46d25e7324f8c361be8/249.pdf","score":"94.33333333333331","badgeType":"GMC Certification","startDate":"2024-07-09T18:30:00.000Z","endDate":"2025-07-09T18:30:00.000Z","certificate":true}],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","lastLogin":"2024-04-15T00:00:00.000Z","userType":"H"}},"isActive":true,"postId":"65570be6656cef5961c87084","reactions":[],"thoughtText":"Good","timestamps":{"createdAt":"2023-12-02T06:34:23.967Z","updatedAt":"2023-12-02T06:34:23.967Z"},"userId":"6569c46d25e7324f8c361be8","userType":1,"_id":"656acfef52af3b17df0eca22"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-17T05:54:47.832Z","updatedAt":"2023-11-17T05:56:07.259Z"},"postText":"Entrepreneurship - Concept -Part-1","postDescription":"Who is an Entrepreneur?
![\"Image](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d71dba6958840ea6a8_1700200160885image.jpeg\")
In today's competitive world, concept of Entrepreneur is very important for any Individual & a Society.
Can I call my-self an Entrepreneur.
YES -IF I can meet below Check list:
I Sacrifice.
I Work Hard.
I Work Smart.
I am a Professional.
I am Building My Empire.
I am the Master of my Destiny.
YES, I am an ENTERPRENEUR.
Follow & like the Series………………………………………. Thanks.
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Motivation is intrinsic and Inspiration is extrinsic! One cannot put one's own motivation in someone else's hand. On a sustainable basis, one will need to be self-motivated. Similarly, inspiration is external. You can always get inspired by people, ideas, environment, culture, and much more. Therefore one cannot say that am inspired only by myself. If you reverse this such that Motivation is extrinsic and inspiration is only intrinsic then neither you can be pathbreaking nor you can be resilient!
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https://hbr.org/2021/01/work-life-balance-is-a-cycle-not-an-achievement
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According to a LinkedIn survey, 69 percent of recruiters and human resources professionals believe their organizations commit to diverse hiring practices. Yet, only 47 percent think they hold hiring managers to those standards.
If you want to champion diversity, equity, and inclusion at your organization, here's an overview of DEI’s goals, why it’s important in business, and how you can implement it.
Your organization can achieve workplace diversity by employing people from various backgrounds based on:
Doing so can produce several benefits for your company's bottom line. For example, research shows that businesses with diverse teams experience more than twice as much cash flow per employee.
Employees can also file charges against your organization if they've been discriminated against. According to a Good Jobs First report (pdf), 99 percent of Fortune 500 companies have been involved in at least one lawsuit related to discrimination or sexual harassment since 2000.
Such conflict resolution can be costly, but workplace diversity involves more than difficult conversations with employees.
“I don’t want diversity to be about policing people,” says Oona King, vice president of diversity, equity, and inclusion at Snap Inc., in Leadership, Ethics, and Corporate Accountability. “I want diversity to be about unleashing innovation and having more diverse perspectives in the room to come up with solutions to the most pressing problems of our day.”
Equity in the workplace requires treating all employees fairly and justly—regardless of their backgrounds—and ensuring equal opportunities for growth, development, and success.
While diversity provides financial benefits, equity ensures all employees feel valued. Yet, this isn’t always the case. According to a Gallup poll, 24 percent of Black and Hispanic employees experienced workplace discrimination between 2019 and 2020.
Since people often hire or promote individuals who share similar characteristics as themselves, proactively combatting influences—such as unconscious bias—can lead to workplace equity in the form of:
“What you have to do around equity is tell people there are a lot of biases we’ve built up since we were kids that have been reinforced repeatedly,” King says in Leadership, Ethics, and Corporate Accountability. “And you need more awareness around them if you want to do well in a forward-thinking company.”
Inclusion extends beyond diversity and refers to employees’ workplace experiences.
It involves creating an environment where all employees feel valued, respected, and fully integrated into your organization's culture and operations.
According to Forrester (pdf), 60 percent of sales teams believe inclusion in the workplace has contributed to their success, while a Pew Research study indicates that over half of employees value DEI initiatives at work.
If you hope to make your organization more inclusive, consider your role as an ethical leader. According to Leadership, Ethics, and Corporate Accountability, thinking about the biases and concepts that influence your decision-making is essential to creating an inclusive workplace.
Here are four tips for implementing DEI effectively.
Investing in DEI initiatives can take several forms in business.
For example, Walmart invests in DEI by offering a Supplier Inclusion Program that supports businesses and suppliers from communities often underrepresented in large-scale retail.
Companies like Salesforce also emphasize DEI education. Through its partnership with professional skills-based platform Trailhead, employees can take courses and earn certifications in subjects such as inclusion guidelines for data visualization and inclusive content creation. According to the company’s Annual Equality Update, its commitment to DEI education and inclusive hiring tactics has resulted in nearly 51 percent of U.S. employees coming from underrepresented groups.
Stereotypes—whether blatant or unconscious—can negatively impact your organization and result in decreased motivation and employee engagement.
One way to overcome workplace stereotypes is by offering unconscious bias training sessions to increase employees’ awareness of implicit biases. For example, the Implicit Association Test (IAT)—developed by professors from Harvard University, the University of Washington, and the University of Virginia—helps identify implicit associations or stereotypes you might be unaware of.
You can also provide employees the opportunity to earn a business ethics certificate to gain skills to identify and surmount biases.
Don’t be afraid to make training mandatory. According to Pew Research, approximately 53 percent of employees find DEI training helpful, with only 13 percent finding it unhelpful.
In addition, companies like Google provide this type of training through workshops that more than half of its employees participate in.
Ensuring employees earn equitable salaries is crucial to championing DEI.
“When you measure objectives for metrics in corporate America, you’ll see very clear differences for different groups,” King says in Leadership, Ethics, and Corporate Accountability. “That's the data; we know it's a fact. So our job is to change those objectives in the workplace.”
One of those data points is pay equity. In the U.S., women earn approximately 82 percent of what men do—a figure that's only increased two percent since 2002. While various factors impact that statistic, it's critical for your organization to offer equitable compensation, regardless of gender.
“That's where today's diversity, equity, and inclusion efforts really come in,” King says. “What levers and tools do we have to change, so that whoever walks through the door has the same chance as anyone else of success?”
Developing talent from underrepresented groups is crucial to fostering diversity and inclusion. By providing opportunities for personal and professional growth, your organization can help address historical workplace disparities.
For example, Leadership, Ethics, and Corporate Accountability highlights Google’s push for DEI initiatives, including:
For any working professional VUCA is not Greek, we all must have encountered and come across this term somewhere or the other. Though this term coined back in 1978 by US Army but its realization is increased lately, and it became buzz word and concept for many. Recently, i went through an interesting & thought-provoking Article about VUCA, which i thought of sharing with all my community members.
Here are my take aways from that article, it emphasized on few tips & traits to be successful.
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This HBR article talks about a coaching model in which managers facilitate problem-solving and encourage employees’ development by asking questions and offering support and guidance rather than giving orders and making judgments.
The authors explain the merits of different types of coaching—directive, nondirective, and situational—and note that sometimes no coaching at all is appropriate.
They describe how managers can use the four-step GROW model to become more skilled at listening, questioning, and drawing insights out of the people they supervise.
https://hbr.org/2019/11/the-leader-as-coach
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![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ab6_1700073400740MSD.png\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156ab6_1700072180609Courage.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/649567b63062d026a6156aef_1700064725238image.png\")
New Managers Strengthen Your Own Skills
Lead By Example, Live by values and Demonstrate
Ask for Feedback from Other Managers or Executives
Set Achievable Goals for Yourself & Your Team.
Use Your Time Wisely
Be Consistent. No Micromanagement
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This simple quote is a powerful reminder that there are no leaders without followers. To lead people, you must first understand them and inspire their trust and confidence. Effective leadership involves setting a positive example, providing clear direction, and being a source of inspiration and support. It's important to listen to others, value their input, and foster a sense of collaboration..!!
In addition to these principles, there are also a number of specific things that leaders can do to motivate and inspire others like being passionate about what they do. A leader needs to be role model for others. He needs to set a good example and behave in a way that is consistent with his values to create a positive and productive environment where people are motivated to follow them and achieve great things..!!
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Life will be as you think , so always think positive.
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The Great milestones starts from #DREAM
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\"Bias interrupters\" is a concept and approach aimed at identifying and mitigating unconscious biases in the workplace. The idea is to interrupt biased patterns of thinking and decision-making by implementing intentional interventions at key stages of organizational processes.
Key features of bias interrupters include:
Data Collection: Regularly collect and analyze data to identify patterns of bias in decision-making processes.
Interventions: Implement targeted interventions when bias is identified, aiming to interrupt the biased process and introduce fairness.
Evaluation: Continuously assess the effectiveness of interventions and adjust strategies as needed.
Bias interrupters provide a structured framework for organizations to address unconscious bias systematically, fostering a more equitable and inclusive workplace.![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6486c2b3eaefe4f7508c03ef_16996200929171_NK_uxycWEAEkvaPGJBuEQg%20%281%29.jpg\")
If you want to lift yourself up, lift up someone else…
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The article discusses the importance of distinguishing between two types of effort in the workplace: the effort to perform tasks flawlessly and the effort to improve and learn continuously. The author introduces the concept of the \"performance zone\" and the \"learning zone\" and argues that focusing solely on execution can lead to stagnation. To transition from chronic performance to learning while doing, the article suggests five strategies for managers:
The article emphasizes that engagement in the learning zone does not necessarily require more time but involves incorporating learning into daily work practices. It argues that consistently exploring new ideas, experimenting, and seeking feedback can lead to smarter work and greater impact.
How do I relate to this article? - I am learning to use ChatGPT wherever possbile and the above gist is written by ChatGPT :)
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This model describes the emotional and psychological stages individuals go through when dealing with significant change. The Change Curve outlines the emotional stages people go through : Shock and Denial, Frustration and Depression, experiment and Decision, and Integration(resulting in acceptance). ![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6486c2b3eaefe4f7508c03ef_1699509105228Kuebler-Ross-Change-Curve.png\")
Conversation gives social support. Whether its with colleagues, friends, family or be it experience sharing, opinion discussion or information sharing - it always keeps people connected.
If we put this at work place and focus on sharing feedback, in my opinion PC talks can be really helpful to ease the feedback conversation.
Starting a conversation with area of strength (Positive) and touch base on area of improvement (Corrective) at a later stage with a futuristic positive view can help in building higher attention and engagement in a conversation.
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"65af773f51eaae2b7b254fa7","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:22:23.466Z"}],"isActive":true,"userId":"6486c2b3eaefe4f7508c0358","userType":1,"userDetails":{"managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-02-21T00:00:00.000Z"},"personalInfo":{"name":"Umang Patel","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6486c2b3eaefe4f7508c0358/Umang%20Pro%20Pic.jpg440bfbc971","company":"BSH Household Appliances Manufacturing Pvt. Ltd.","gender":"Male"}},"_id":"654bc1bdbe937962e144332d","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi Shinari","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f6","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"654bc1bdbe937962e144332d","reactions":[],"thoughtText":"This is so interesting. ","timestamps":{"createdAt":"2023-11-10T11:59:23.541Z","updatedAt":"2023-11-10T11:59:23.541Z"},"userId":"64a811b2b83c063ddfba51f6","userType":1,"_id":"654e1b1b02def30cc62bce8d"}],"visibility":2},{"timestamps":{"createdAt":"2023-11-08T17:01:33.767Z","updatedAt":"2023-11-08T17:01:56.272Z"},"postText":"SBI Model (Situation Behavior Impact) ","postDescription":"Feedback is a gift & Observation is listening with your eyes. We have heard these quotes number of times but when we talk about Feedback, one of the important aspect to make it little effective is by using SBI Model. SBI stands for Situation Behavior Impact.
Whenever a feedback is being provided, try to quote a specific situation and in that situation what did you observe about behavior of a team member and lastly wrap it up by sharing what impact it has made. This technique can be useful and helps to resonate with real life instances and its impact.
![\"The](\"https://static.javatpoint.com/summary/images/the-7-habits-of-highly-effective-people-summary1.png\")
After invasion & foreign rule for a long period, we have forgotten the importance & usage of our ancient culture (Indian Ethos) in managing Self & organizations.
Ethos : is characteristic spirit of a culture, era, or community as manifested in its attitudes and aspirations
Let’s understand Indian Ethos & its applicability in management studies.
![\"A](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d71dba6958840ea6a8_1699435102900image.png\")
Elements of Indian ethos: 1. Honesty 2. Morality 3. Responsibility,
An understanding of our cultural social environment, norms, values, and beliefs should help us to evolve styles and management systems suited to our requirements.
It is a commonly agreed view that the success of Japan in managing the economy and enterprise lies in “Japanising” the management processes within the framework of Japanese ethos.
Indian Ethos gives impetus to the means adopted to achieve a goal, rather than the goal itself.
Basic principles of Indian Ethos of Management:
Hence we understand that “Indian Ethos for Management” can help to develop an effective and holistic management pattern which will assure all-round growth in productivity, marketing, and profitability.
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Thanks a ton VJ for taking the time to inspire Quessians under the Learning Festival at Quess :)
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Time Management refers to making the best possible use of time and doing the right thing at the right time.
Managing time well plays a pivotal role in finishing off tasks within the stipulated time frame and also increases productivity of an individual.
Employees must learn to manage time well at the workplace to achieve targets ahead of deadline and make a mark of their own.
One who understands the value of time is never overburdened and enjoys each and every moment to the fullest.
You can’t do anything and everything. Pick up all that is important and urgent at the start of the day and finish it off first before starting with something which can be done a little later. Know what is important for you. Allocate specific time slots to activities as per their relevance and make sure you stick to the same.
Ignoring critical issues is pointless. You have to do it in any case. Discuss with your co workers or immediate reporting boss and find out a solution. Keeping a check on your time helps you complete task just when it is needed.
Assign some time in your daily schedule to check updates on social networking sites or calling up your friends but do know where to draw the line. Your office does not pay you for gossiping and loitering around.
![\"7](\"https://kitaboo.com/wp-content/uploads/2019/09/Image_1-1-5.jpg\")
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d61dba6958840ea604_1699355646688Learning%20Pyramid.jpg\")
Once upon a time in a dense forest, a group of animals was facing a major challenge. Their home, the forest, was threatened by a massive wildfire. The animals were terrified and didn't know what to do.
Amidst the chaos, a small hummingbird named Hope decided to take action. Hope flew to a nearby river, picked up a single drop of water with its tiny beak, and then flew to the fire. It released the drop of water onto the flames. It repeated this process tirelessly, back and forth between the river and the fire.
The other animals watched in amazement, and some of them scoffed at the hummingbird's seemingly futile efforts. The elephant said, \"You're just a tiny bird. What difference can you make?\"
Hope replied, \"I may be small, but I'm doing my part. I'm doing what I can.\"
Inspired by the hummingbird's determination, the other animals joined in. The deer carried twigs, the monkeys threw leaves, and the rabbits hopped quickly to help. Even the big and strong animals like the elephant and the bear found ways to assist.
Together, they fought the fire with all their might. While they couldn't extinguish the entire blaze, they managed to create a barrier that slowed its progress. Eventually, with the help of firefighters who arrived, the fire was brought under control, and the forest was saved.
Leadership is not always about being the biggest or the most powerful; it's about taking initiative, setting an example, and inspiring others to work together toward a common goal. Hope's small but determined actions showed that every individual can make a difference, and true leaders lead by example.
In Today World we are having best of Schools & Collages but still our new generation is getting more unstable & confused. Need is there to review our complete education system.
Sharing an article on our Old traditional Gurukul System as a food for thought.
Hope everyone will like & encourage this piece of information.
![\"Gurukul:](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/654333d71dba6958840ea6a8_1699333931690image.jpeg\")
Main aim of Gurukul system of education:
Principles of Gurukul system:
focus on applied knowledge that prepared the students in all fields of life.
This is done by creating a perfect combination of academics and extracurricular activities along with teaching in the area of mindfulness and spiritual awareness to make the students better individuals.
Features of Gurukul system:
1. Value-based Learning: where learning happens as per the uniqueness of the child, which offers healthy competition and reduces stress levels amongst children.
2.Student-teacher relationship: which creates a secure learning environment.
Important element of Gurukul system routine: Build students physically, mentally & spiritually Strong.
wakeup by 5 am, perform Snan (bodywash) along with Suryanandanam at the sunrise. Then chanting of \"Mantras'' followed by Surya Namaskar and Yoga Asanas.
Why gurukul is the best?
A Gurukul school aimed at holistic development of students which includes their physical, mental and spiritual development.
In a Gurukul, students received knowledge and complete education related to moral values, cultural knowledge and life skills.
Hence, Gurukul created well-balanced individuals.
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Call a meeting of your team at 6 pm on a Friday (don't make it a habit!). Give the option to join online for those working from home or not in office. Impress on them it is an important meeting (please think of something important!)
How many of your team members will attend this meeting?
Now think of your own family, particularly if you have teenage kids. Imagine you call a “family meeting” at 6 pm on a Friday. How confident are you that your kids will turn up?!
In an age when sometimes our own kids may not listen to us, most of our team members still do!
Time to say “thank you” to your team.
Managing people is a privilege, not a job.
What do you think?
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In the orbit of leadership, there's an interesting rule known as the \"7-38-55 Rule\" and I found it worth exploring. It states that communication is comprised of 7% words, 38% tone of voice, and a staggering 55% body language.
I believe this rule is vital in leadership mainly because the words convey the message, but it’s the tone, voice modulation, pitch and body language that carry the true essence of how we communicate. It has to be situational for sure. By honing our non-verbal skills, we can showcase more effective leadership ensuring that our message in understood, not just heard. I think the rule says that its how we say the things as it is about what we say.
Let's embrace the 7-38-55 Rule to become not just leaders of words but leaders of influence.
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The 4-H leadership model by Manfred Kets de Vries talks about 4Hs which leaders should cultivate in order to grow and prosper.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/6478986729662a121450c411_1699290366134image.png\")
Leadership isn't just about making decisions; it's about making an impact. I'd like to share a powerful method - the \"Seen, Heard, Remembered\" (SHR) approach.
\"Seen\" signifies the need for leaders to be visible, not just in the literal sense but in terms of presence, engagement, and setting an example. When your team sees you actively involved, they're inspired to do the same. This can be related to the Servant Leadership strategy.
\"Heard\" emphasizes the significance of active listening. Your team members need to know that their voices matter. When they feel heard, they become more engaged and invested in their work. There has to an open, transparent, and positive culture where your team can share their thoughts openly.
\"Remembered\" encapsulates the lasting impact of your leadership and team connect. It's about leaving a legacy of empowerment, mentorship, and guidance that continues to influence your team even in your absence. The same to be passed on to your 2nd and 3rd line-up leaders as a part of succession planning.
SHR is definitely important as it cultivates trust as your team sees you genuinely engaged with them. This is the foundation of a strong team. It builds a legacy, positive impact to your team. It empowers the growth, creating a culture of innovation and personal development.
In an environment where leadership is about more than just authority, the SHR method can be a guiding star. It fosters an inclusive, collaborative culture that empowers the next generation of leaders.
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It is a psychological tool that helps individuals transform their thinking patterns and behaviors, fostering personal growth and resilience. I found that it is a powerful approach that helps individuals reshape their thoughts and behaviors for positive change. By identifying and challenging negative thought patterns, CBT empowers us to overcome challenges, reduce anxiety, and improve mental well-being. The benefits are profound – increased self-awareness, enhanced coping skills, and a pathway to a more fulfilling life. The benefits stretch beyond individual well-being and definitely a valuable tool for leadership too. Implementing CBT principles at the leadership level can enhance decision-making, communication, and team dynamics. By fostering a culture that promotes self-awareness, adaptability, and positive mental well-being, leaders can drive both personal and organizational growth.
“Just one small positive thought in the morning can change your whole day.”
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*Good manager is all about managing the work culture on daily basis.
But ***Great manager is all about manager having key skills like ***Connecting mentally, socially and technically with juniors, ***nurturing them for future expectations, and then ***Inspire them at all stage of your and their career, personal growth and if needed in their personal life as well by treating them as pure friend.
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This mantra highlights key principles for effective management:
\"Lead with purpose\" emphasizes the importance of having a clear and meaningful direction for your team or organization. It's about setting goals and objectives that align with a larger purpose or mission.
\"Empower with trust\" encourages managers to trust their team members, delegate responsibilities, and provide them with the autonomy and resources they need to excel in their roles.
\"Inspire with vision\" reminds managers to communicate a compelling vision that motivates and engages their team. A strong and inspiring vision can rally team members around a common goal.
By incorporating these principles into their approach, managers can foster a positive and productive work environment, leading to the success of both the team and the organization.
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A virtual event with over six hundred employees—oh, what a feeling! Dancing on the ceiling.
A build @ the business unit level will culminate in a grand corporate ceremony.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647df323eaefe4f750cd420e_1698936073747WhatsApp%20Image%202023-11-02%20at%2020.10.09_0d1ad84d.jpg\")
Perseverance can ensure RESULTs, Do you agree?
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It will create good environment and team members also will open up on their ideas freely without hesitation.
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Queries - Queries will be asked & answered.
A. What they are struggling in
B. Any changes needed in process,
C. Sample order-based queries,
D. Recommendation/Suggestion to improve to achieve business goals.
Feedback - Suggestions on such connect and areas of improvement.
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We should celebrate such happiness with team.
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Create an environment where excellence thrives and quality of engagement improves within our teams.
1. Get to Know Team Members: Take the time to learn about the personal and professional aspirations of team members. Understanding their aspirations can help align individual goals with organizational objectives.
2. Foster Open Communication: Encourage an open dialogue within the team. When team members feel heard and valued, they are more likely to be engaged and contribute their best. Actively listen to their ideas and concerns.
3. Recognize and Celebrate Achievements: Small wins, as well as significant milestones, deserve recognition. Celebrate achievements, whether they are team-based or individual. Recognition reinforces a positive culture and motivates team.
4. Support Professional Growth: Invest in the growth of the team. Provide opportunities for skill development and advancement. Show that you're committed to their long-term success, and they'll be more committed to team's success.
5. Lead by Example: Our actions speak louder than words. Demonstrate the qualities you want to see in your team: commitment, resilience, and a passion for excellence.
6. Team-Building Activities: Plan occasional team-building activities that help team bond outside of work. This can improve working relationships and collaboration.
7. Feedback Loops: Establish regular feedback mechanisms. Constructive feedback helps individuals grow and shows that you care about their development.
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\"Enthusiasm has great strength.
There is no greater strength than enthusiasm.
There is nothing, which is not attainable in this world for the enthusiastic\" - Laxmana to Rama
“One should lift only such weight as will not exhaust one beyond a limit. One should eat only such food as will easily digest.
Who will engage himself in such action, as will get him neither dharma nor reputation nor lasting fame and which will only result in physical exhaustion?” – Jatayu to Ravana
What we can learn from this ???
Be enthusiastic, keep team enthusiastic, together we can achieve more.
Make simpler goals which is possible to achieve and can be tracked, This can boost confidence and motivate the team without exhausting!
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“People rarely succeed unless they have fun in what they are doing” – Dale Carnegie.
The benefits of a positive work environment on engagement, wellbeing and productivity are well known, yet despite this, we are still slightly uncomfortable with the concept of having fun at work. It’s a common perception that fun is something that happens outside of work hours and could potentially detract from our concentration, accuracy and take time away from our daily work tasks.
As a result, managers often try to micromanage fun or limit it in a way that results in it being no fun at all. But, fun at work matters a lot
“Where people aren’t having any fun, they seldom produce good work” – David Oglivy
Fun at work is a key element of employee happiness. A sense of fun helps people to have a more positive mind-set, enjoy higher levels of wellbeing and better mental health.
Organisations with higher levels of employee wellbeing report lower levels of absenteeism, presenteeism, and work related errors. Happy people tend to be healthier, more inspired, productive and satisfied in their job.
Recently in our team we had celebrated the Halloween Month Celebration, Where team members participated and had resulted in very good throughput as well.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a65_1698737026939Fun%40Work_Halloween_celebration.jpg\")
“In any moment of decision,
the best thing you can do is the right thing,
the next best thing is the wrong thing,
the worst thing you can do is nothing.” ― Theodore Roosevelt
Working in a busy work environment and being part of support team, even though we work with the team closely for routine activities, there is no opportunity for team members to share their thoughts, a platform where they could get a feel of rejuvenation was much needed which gives a more relax environment.
Started fun activities forum, scheduled 30 minutes biweekly which is giving the team some forum for relaxation and opening up.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a83_16987328216593.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a83_16987328148914.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a83_16987328055462.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a83_16987327492271.jpg\")
It's help to connect the people's with me and all are feeling Happy about the team develop implementations and fun activities….thanks to g2g….
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Sometimes a Teammate needs a pat, sometimes a constructive criticism, sometimes to be left alone to do their job. Choosing the right style to fit each situation is a key element of leadership effectiveness.
If Individuals are different, Customers are different, Work Cultures are different, Markets are Changing, Business needs are changing, why not the leaders mask.
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1) Meet and greet (F2F) at least once in a month with all the team members.
2) Virtual working employees can be connected by video call.
3) Spend 20 to 30 mins to chit chat over a cup of Tea/Coffee
4) Team members can talk on their challenges and achievements
4) Team members can talk on their personal life
5) Team members can talk on their likes and dislikes
6) Every team members can treat the team on Rotational basis like Pizza Party, Chai Party etc.. Just to have better and open discussions.
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\"True leadership is not about being in charge. It is about taking care of those in your charge.\" This quote by Simon Sinek reminds us that success is not just about achieving our goals, but also about developing ourselves and those around us. As leaders, we have the responsibility to inspire and encourage growth in others, while also constantly learning and evolving ourselves.
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“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” - Steve Jobs
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As a people manager, you would find a lot to learn from this. Employee engagement is a key part of every Manager's role.
a https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
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When the effort put in by you to scale up them is realized , team members will not put you down and will extend their shoulder for support.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a9e_1698687832587image.png\")
Effective listening is a critical skill for team leaders and members alike. When you listen actively and attentively, you can build better relationships, foster trust, and improve team communication and collaboration.
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A person who is happy is not because everything is right in his life, He is happy because of his attitude towards everything in his life is right. - Sundar Pichai
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2.Frequent feedback including recognition.
3.Opportunities for advancement.
4.Competitive compensation packages.
5.Good work/life balance.
Employee should be crafted with these five drivers in mind to be successful in retention strategies.
Communication:
1. To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.
2. The most important thing in communication is hearing what isn't being said. The art of reading between the lines is a life long quest of the wise.
Reward:
1. In order to build a rewarding employee experience, you need to understand what matters most to your people.
2. When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.
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Mostly Experience is accounted based on the number of years we work.
Gathering the experience on our day to day activity is an important key to
make our experience valued based on skills and knowledge acquired and not just by number of years!
Besides offering up a fun and creative alternative to bonding over happy hour (which can make people who don’t drink feel left out), team-building activities provide companies and employees with plenty of added benefits.
At the base level, team building allows people to get to know each other—their interests, their strengths and weaknesses, and how they communicate, among other things. “Just like any professional sports team works and practices with one another to be at their best, teams at work can and should do the same thing,” says Muse career coach Al Dea. And just like you can’t jump onto the field with a team that has zero clue who’s playing what position, who’s passing the ball to whom, and who’s the best at handling XYZ situation, you can’t achieve anything if your team members don’t understand one another.
Team-building activities also build camaraderie and trust—one of the most important aspects of a successful team. “Building a sense of trust amongst teammates [allows] people [to] bring the full power of their skills, personalities, and who they are to work,” says Dea. “When people don’t have trust to do that, they hold back, thus sometimes limiting their abilities to be at their best.”
Finally, team-building activities can help remind people that work is never just about them—it’s about the entire group. When you’re encouraged to do something together, rather than solo, it brings to life the idea that the group’s success (and ultimately the company’s) should be a priority. This can be a particularly useful learning experience for teams that struggle with teamwork, are overly competitive, or lack unity and confidence as a result of a bad manager or hard times.
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If you’re living with high levels of stress, you’re putting your entire well-being at risk. Stress wreaks havoc on your emotional equilibrium, as well as your overall physical and mental health. It narrows your ability to think clearly, function effectively, and enjoy life.
Effective stress management helps you break the hold stress has on your life, so you can be happier, healthier, and more productive. The ultimate goal is a balanced life, with time for work, relationships, relaxation, and fun—and the resilience to hold up under pressure and meet challenges head on. But stress management is not one-size-fits-all. That’s why it’s important to experiment and find out what works best for you.
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1. Work with your team, not above them.
2. Get to know your employees.
3. Create a positive and inclusive work environment.
4. Communicate goals, expectations and feedback.
5. Coach your team members.
6. Practice self-awareness and grow your leadership skills.
Mentoring can have a profound impact on individuals and their personal or professional development. Here are some real-life examples of what mentoring can achieve:
Career Advancement: Many successful professionals attribute a significant part of their career growth to mentoring. For instance, Facebook's COO, Sheryl Sandberg, credits her mentorship relationship with Larry Summers for her career progression. Through guidance and support, mentors can help mentees climb the corporate ladder and attain leadership positions.
Entrepreneurial Success: Founders of startups often benefit from mentors who provide them with advice, connections, and insights. A notable example is Steve Jobs, who was mentored by Mike Markkula, an early investor in Apple, and this mentoring relationship played a crucial role in Apple's early success.
Academic Excellence: Students mentored by dedicated teachers or professors often excel in their studies and research. The story of Nobel laureate Malala Yousafzai, who was mentored by her father, underscores the power of mentoring in achieving academic excellence and advocating for girls' education.
Personal Growth: Mentoring can have a transformative effect on personal development. For example, the self-help industry often emphasizes the importance of mentors in helping individuals set and achieve personal goals, such as Tony Robbins, who mentors people to improve their lives and achieve personal success.
Community Impact: Mentoring can lead to positive changes at a community level. Youth mentoring programs like Big Brothers Big Sisters match adult mentors with children, and countless success stories have emerged from these initiatives, showing how mentorship can steer young lives in a positive direction.
Sports Achievements: In the world of sports, mentorship is common. For instance, NBA legend Michael Jordan was mentored by Dean Smith during his college basketball career. Jordan attributes much of his basketball success to the guidance and support he received from Coach Smith.
These real-life examples highlight the diverse range of achievements that mentoring can facilitate, from career advancements and academic success to personal growth and community impact. Mentoring provides a valuable support system for individuals to reach their full potential and accomplish their goals.
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Dependability and reliability are often used interchangeably. There are slight differences in the definitions of the two, but for the context that they’re used in the workplace, they’re synonymous. If you’re looking to become a more dependable employee, or want to see some examples of dependability at work, then you’ve come to the right place.
Key Takeaways
Dependable employees are punctual, communicative, and detail-oriented. They also follow company policies, are good team players, and take the initiative.
Dependable employees make teams and companies run more smoothly and efficiently.
You can become more dependable by improving your organization and time management skills, becoming more tenacious, and looking for ways to take the initiative.![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a7b_1698657956973Capture3.JPG\")
The Apollo 13 mission is a prime example of how leadership and teamwork can be critical in the face of adversity. In 1970, this mission faced a life-threatening crisis when an oxygen tank exploded, jeopardizing the lives of the astronauts aboard. Leadership and teamwork played a pivotal role in bringing the crew safely back to Earth.
Quick Decision-Making: The mission's commander, James A. Lovell, and NASA's ground control team, led by Gene Kranz, had to make quick and crucial decisions to ensure the crew's survival. Kranz's decisive leadership was evident in his famous line, \"Failure is not an option.\" This phrase became a symbol of determination and unwavering commitment to the mission's success.
Effective Communication: Communication was paramount. The crew, ground control, and engineers had to work together closely to troubleshoot problems and devise solutions. They had to adapt, communicate effectively, and share critical information in real-time.
Resourcefulness: The crew had to utilize limited resources and come up with creative solutions. They had to make a square filter fit into a round hole, using only the materials available on the spacecraft. This resourcefulness showcased their ability to work together and think outside the box.
Team Collaboration: The teamwork among the astronauts, the ground control team, and the engineers was exemplary. Everyone had to collaborate, using their specific expertise to address a complex and life-threatening situation. The entire team was focused on a common goal – bringing the astronauts home safely.
The successful return of the Apollo 13 crew demonstrated how leadership, effective communication, resourcefulness, and teamwork can be instrumental in overcoming the most daunting challenges. It serves as a powerful reminder of what can be achieved when a group of individuals comes together with a shared purpose and a commitment to one another's well-being.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a7b_1698656324732Capture2.JPG\")
Effective IT Client and Vendor Management is the cornerstone of a well-functioning organization. To achieve optimal results, consider these best practices:
By implementing these practices, organizations can achieve seamless IT operations, enhance client satisfaction, and drive business success.
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By encouraging team members to embrace new challenges, acquire new skills, and step out of their comfort zones, leaders stimulate the brain's plasticity. This results in enhanced problem-solving abilities, increased adaptability, and a workforce that is better equipped to face evolving challenges. Effective leaders recognize that the brain's plasticity means that learning never stops, and by creating an environment that nurtures this growth, they enable their teams to thrive and stay competitive in today's ever-changing business landscape.
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After Attending the G2G program - this time i wanted to do the Recognition of the team members in a different way.
Recently a new Turnkey project got kick started in our team. We had a very successful bring up of the project. To motivate and celebrate I wanted to recognize team members effort for the successful bring up. This time Instead of I am selecting the names for spot bonus recognition for the excellent performance in the project execution.
Called for a surprising team members Video call meeting, requested each of the Teammates to nominate 2 others with details to me personally for Spot bonus recognition, In addition to that i also asked Teammates to share the details for their self nomination to me for the spot bonus recognition.
I saw the sense of surprise in each one of the team members faces and able to see the happiness in their face in getting involved in the process. Each of the team members actively nominated 2 Members with details also shared the details for the self-nomination as well.
At the end of the process, Based on the nomination shared by team members 3 were selected for the Spot Bonus recognition. Surprisingly the nomination details given and the self-nomination details matches which has clearly states that efforts of each of the team members is well understood and recognized by others with in the teammates
I arranged the meeting and announced the winners for the Spot bonus recognition. winners were very happy and all the team members given a good applause for the winners and felt very happy.
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Team engagement is more than just a buzzword; it's a critical component of a thriving and successful organization. By fostering a culture of engagement, businesses can enhance productivity, employee satisfaction, and overall performance. Wanted to share one such learning experience or takeaways here.
As usual, we waited for all the team members to join online on a Thursday evening. All the People were instructed to join with Video ON and As the organizer, I asked people to wait for 2 more min for all to Join. Once I saw that the expected audience number was close to the total invited, asked the Anchor to start the program. “Harshita” who was anchoring for the first time in her life, said Thank you! And started the event by saying: Hello Everyone, Welcome to the TeaMingle – The Team Engagement program “Of the people, by the people and for the people”. I was like “WOW – what a great start!!” – and the choice of words that she has thought and brought in front of all. There was no script given to her, and prep or rehearsal with different performing teams, as we wanted to close this program before the festivals so that we could greet them in advance before. Just a little coaching and direction to be creative enough and go with names and flow. We all know that whatever we want to do, is not a one-size-fits-all solution in any team engagement. So, the team made the technical presentations in a fun way and presented with an element of surprise and a mixture of learning.
EMPLOYEE-LED ENGAGEMENT INITIATIVES: Encouraging employees to take the lead in developing engagement initiatives can yield creative and impactful results. When team members are empowered to propose and implement their ideas, it not only boosts their sense of ownership but also brings fresh and innovative approaches to team engagement. This was clearly evident and it was much fun considering it was technical too.
UNLOCKING INNOVATION THROUGH CREATIVITY:
Creativity is a powerful catalyst for innovation, and engaged teams are often more innovative. When team members are encouraged to think outside the box and share their creative ideas, it can lead to the development of new products, processes, and solutions that drive business success. The “Techbytes” program done by Geetha was one such program, where the latest technical details were presented in a creative way liked by everyone, which showed that by turning tasks and projects into fun challenges, employees become more motivated and engaged, resulting in higher productivity and job satisfaction.
RECOGNITION AND REWARDS:
Creative recognition and rewards programs can significantly impact team engagement. Acknowledging employees' efforts and achievements with personalized and imaginative rewards can create a positive and engaging workplace culture. Merged with Congratulating and wishing about Personal life events, it was seen that a sense of happiness was expressed by those employees which was seen as more personalized recognition.
DIVERSE TEAMS SPARK CREATIVITY:
Diversity in teams can be a powerful driver of creativity. When individuals from various backgrounds, experiences, and perspectives come together, it can lead to a rich blend of ideas and innovative solutions. Inclusion and diversity efforts are integral to harnessing creativity. Icebreakers were tailored in such a way that cultural diversities were covered, and we could see they were welcomed with great appreciation.
Appreciation for the performers for the best etc was a show of how much people loved it. It was an inspiration for many, as I understood when I got messages for involvement in the next.
Online team engagements are truly a new space for bringing new ways and methods of enjoyment and satisfaction.
Last but not least, Thanks to GMI and QuessCorp (specifically Ruchi/Rohan) for providing an opportunity to do this kind of stuff, as I did this as part of GMI activity.
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#highlymotivated #peopleconnect #recognition
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When failure occurs, a leader should humbly own it and acknowledge it. When success comes, the leader should again have the humility to give credit to all the people who worked for it.
-Mr. A.P.J. Kalam
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Managers need to lead and leaders need to manage.
Just a todays thought.
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-George S Patton
\"Team Connect\" is a term often used to describe the act of bringing a team together, physically or virtually, to enhance collaboration, communication, and cohesion among the team members. It may involve team meetings, discussions, or activities that are designed to improve relationships, share information, set goals, and work collectively toward a common objective. Team connect activities are essential for fostering teamwork, ensuring that team members are on the same page, and creating a positive and productive working environment. These activities can include regular team meetings, team-building exercises, and communication platforms that enable team members to share ideas and updates.
Introduction:
We are a team of young engineers responsible for implementation of transformative technologies such as Robotics, Factory Automation, Industry 4.0 technologies in manufacturing. Our role encompasses complexities of working with cross-functional stakeholders, implementing noble/new technologies, changes in ways of working on shopfloor.
3 C's my team and me follow to towards excellence.
Communication- Positive regard, Support the team in short term and long term.
In our daily meetings I encourage team to speak out challenges and support required. Also during our monthly meetings we take a step back and understand how things could be done better. Both these communications across team and team feedback sessions help us in short and long run improvements and delivery of results.
And always team personal and professional issues with positive regard
Collaboration- Connecting the dots- people, process and technology.
In our role we need to constantly connect with people from cross-functional teams, cross domain technologies and processes which directly or in-directly impact our work and end customer.
Celebration- Work and Party Hard, Celebrating success is a great motivator .
Apart from company level celebrations, just between the team every three months we formally organize a communication meet. This helps us come together from various locations, speak out challenges and ideate with in our team for solution.
Also, across teams we also practice appreciation for the people on shop floor who supported during implementation phase of our project and doing the “extra-bit”.
Team outing from Oct-23.
![](\"https://media.greatmanagerinstitute.com/communityUploads/64f96a3fcaae6f515ce8013b_1698314705208team.JPG\")
What makes great employees great? It’s often a combination of experience, passion, and belief in the company’s mission.
Eventually, these great employees will look around for other opportunities or be recruited away, so how do you retain top talent and prevent them from moving on?
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a80_16983139583393Rs.JPG\")
Respect:
Managers must respect an employee’s ideas, beliefs and hopes in all scenarios and situations. Every human being feels the need to be respected in their beliefs and the freedom to express themselves in the way they want. Valuing employee input goes a long way in improving employee engagement.
Recognition
Recognition of employee accomplishments, both in and out of the work environment, can impact work satisfaction and provide social proof that employees contributed in a meaningful way to the organization. The best managers don’t just recognize employees at the end of the year, rather they find ways to recognize employees on a regular basis.
Reward
Reward is the last step to retaining your best employees. This employee retention strategy is a big one and if you can’t compete with your competitors, employee turnover is likely. Rewards are the cream on top for your employees. A reward is not only a motivating factor for working harder, but it is also a way to show employees that the organization relies on their efforts for success.
Employee will feel that their ideas are contributing to something bigger than themselves by receiving social acceptance for their work and benefiting from monetary rewards for their innovative thinking and hard work. The benefit is a win-win for the company and employees alike.
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I came across two amazing strategies and thought to share them. First being - Acceptance and Commitment Therapy (ACT). It is a transformative approach that encourages individuals to embrace their thoughts and feelings without judgment, and commit to values-driven actions. The benefits of ACT extend to leadership, where it can foster emotionally intelligent, empathetic, and adaptable leaders. By implementing ACT at the leadership level, we can create workplace cultures that prioritize open communication, resilience, and shared values.
Let's harness the power of ACT to become more compassionate and effective leaders, inspiring positive change in ourselves and our teams.
When you have more than, one's NEED, you SAVE it.
When you have more than, one's WANT, you WASTE it.
Has anyone implemented a process to minimize food-wastage at office ?
When you have more than, one's NEED, you SAVE it.
When you have more than, one's WANT, you WASTE it.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156b73_1698297763324FAMILY_DAY_2.JPG\")
As a manager, it’s important to be able to motivate your team. You want them to feel enthusiastic and excited about their work, and to be productive and efficient. You can do this by creating a positive work environment, being a role model for them, appropriate delegation, and providing clear instructions and goals.
It’s also important for a manager to play a leadership role. This means being able to make decisions, take charge when needed, and handle difficult situations. Leaders can inspire their teams and get the best out of them on their career path. They also tend to have a clear vision for the future and know how to communicate this effectively to their team.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0120b_1698294115344image.png\")
1)Team will have a reserved one hour calendar on every second and fourth monday. 2)Every new joiners/<2yr experience will present a 10 minute presentation which should have their fortnight learnings. 3)Followed by Q A session. 4)One senior person should present a case study which should focus on -How to approach a problem and its solving techniques -New features on tool -Practices which helped to overcome tight schedule -Recent technology updates etc -Recent issues if any and corrective actions -How Automation helps 5)Manager will maintain a spreadsheet to make sure all the topic covered over the time and ensure the correct road map . 6)Each Quarter will have assessment to check the learning and try for internal certification. Taking Results as a feedback will make again a closed loop system to improve the team performance
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Leaders paint a picture of what they see as possible and inspire and engage their people in turning that vision into reality. They think beyond what individuals do. They activate people to be part of something bigger. They know that high-functioning teams can accomplish a lot more working together than individuals working autonomously. Managers focus on setting, measuring and achieving goals. They control situations to reach or exceed their objectives.
2. Leaders are change agents, managers maintain the status quo.
Leaders are proud disrupters. Innovation is their mantra. They embrace change and know that even if things are working, there could be a better way forward. And they understand and accept the fact that changes to the system often create waves. Managers stick with what works, refining systems, structures and processes to make them better.
3. Leaders are unique, managers copy.
Leaders are willing to be themselves. They are self-aware and work actively to build their unique and differentiated personal brand. They are comfortable in their own shoes and willing to stand out. They’re authentic and transparent. Managers mimic the competencies and behaviors they learn from others and adopt their leadership style rather than defining it.
4. Leaders take risks, managers control risk .
Leaders are willing to try new things even if they may fail miserably. They know that failure is often a step on the path to success. Managers work to minimize risk. They seek to avoid or control problems rather than embracing them.
5. Leaders are in it for the long haul, managers think short-term.
Leaders have intentionality. They do what they say they are going to do and stay motivated toward a big, often very distant goal. They remain motivated without receiving regular rewards. Managers work on shorter-term goals, seeking more regular acknowledgment or accolades.
6. Leaders grow personally, managers rely on existing, proven skills.
Leaders know if they aren’t learning something new every day, they aren’t standing still, they’re falling behind. They remain curious and seek to remain relevant in an ever-changing world of work. They seek out people and information that will expand their thinking. Managers often double down on what made them successful, perfecting existing skills and adopting proven behaviors.
7. Leaders build relationships, managers build systems and processes.
Leaders focus on people – all the stakeholders they need to influence in order to realize their vision. They know who their stakeholders are and spend most of their time with them. They build loyalty and trust by consistently delivering on their promise. Managers focus on the structures necessary to set and achieve goals. They focus on the analytical and ensure systems are in place to attain desired outcomes. They work with individuals and their goals and objectives.
8. Leaders coach, managers direct.
Leaders know that people who work for them have the answers or are able to find them. They see their people as competent and are optimistic about their potential. They resist the temptation to tell their people what to do and how to do it. Managers assign tasks and provide guidance on how to accomplish them.
9. Leaders create fans, managers have employees.
Leaders have people who go beyond following them; their followers become their raving fans and fervent promoters – helping them build their brand and achieve their goals. Their fans help them increase their visibility and credibility. Managers have staff who follow directions and seek to please the boss.
Please comment below, Are you a manager or a leader ?
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The old way of doing things, the ways taught to do the work are to be revisited. Overwhelming day-to-day work may be the blockage to work on efficiency improvement. Consistent efforts by a Manager to improve efficiency will make the life of team members happy, bring more revenue to the company and benefit all.
G2G helps to know who am I. Below are the three mantras which every Leader need to do..
If I make a mistake, I admit it
I don’t ask someone to do something I don’t want to do
I do right by everyone who works for me (even if I can’t stand them)
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\"Front Line is Bottom Line\" - \"Hidden Faces Behind Success\"
![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0120b_1698165773183image.png\")
Connect is a very good tool to understand each other.
![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0120b_169815808004968CB311D-C366-4388-B373-43D34394D0D8.jpeg\")
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![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0120b_16981581077571D245E73-2CD3-4097-914E-B238CA8CFDE5.jpeg\")
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![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0120b_1698158102475CA968DCB-3627-4B19-BE12-8E9E8A24B139.jpeg\")
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![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156b67_1698072832345G2G%20Journey.jpg\")
G2G CDI Models -→ CID Model
Thank you G2G Team😃 for creating such a Wonderful Tutorials.
Your Sessions, Tutorials, Guidance, Follow-up and many more on,
CONNECT-→DEVELOP-→INSPIRE (CDI) made our team to get
CONNECTED-→DEVELOPED-→INSPIRED.
You taught us the CDI concepts close to 3 months of time, but that knowledge really helps us at-least for our next 3 decades of work time, for every individual, for entire team and for whole company.
In order to remember what you have taught us through these direct/virtual/videos CDI Models, we have made a CID (Criminal Investigation Department) model which contains the main key points of the tutorials, G2G recommendations.
Viewing this CID Model once in a while (Maybe in Next Month/Next Year/Next Decade), definitely we will recollect all these learnings that G2G Team taught us and will be visible to us in future very clearly.
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"6537d144f0bb3858ecf921fa","userId":"647d8a2ceaefe4f750c01130","reaction":1,"createdAt":"2023-10-24T14:14:28.113Z"},{"_id":"6537f618f0bb3858ecf925ff","userId":"647d8a2ceaefe4f750c01294","reaction":1,"createdAt":"2023-10-24T16:51:36.338Z"},{"_id":"6538f17ef0bb3858ecf953f3","userId":"64a811b2b83c063ddfba51f7","reaction":1,"createdAt":"2023-10-25T10:44:14.694Z"},{"_id":"6539f6304214051ee7d74f49","userId":"649567b63062d026a6156b73","reaction":1,"createdAt":"2023-10-26T05:16:32.279Z"},{"_id":"653f795107ec323112e2901f","userId":"649567b63062d026a6156aa7","reaction":1,"createdAt":"2023-10-30T09:37:21.908Z"},{"_id":"65af7b466bdc802bbab33e79","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:39:34.403Z"}],"isActive":true,"userId":"649567b63062d026a6156b67","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-12T00:00:00.000Z"},"personalInfo":{"name":"Siva Dinesh Pinjarla","profilePic":"https://media.greatmanagerinstitute.com/profilePics/649567b63062d026a6156b67/G2G%20Profile%20Pic.jpegec789bd57b","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"65369137f0bb3858ecf908e2","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi Shinari","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f6","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"65369137f0bb3858ecf908e2","reactions":[{"timestamps":{"createdAt":"2023-10-26T02:34:44.166Z","updatedAt":"2023-10-26T02:34:44.166Z"},"_id":"6539d044f0bb3858ecf96543","userId":"649567b63062d026a6156b67","reaction":1}],"thoughtText":"The image is superb! Specially the activities written in the box! Very inspiring ","timestamps":{"createdAt":"2023-10-25T16:44:57.214Z","updatedAt":"2023-10-25T16:44:57.214Z"},"userId":"64a811b2b83c063ddfba51f6","userType":1,"_id":"65394609f0bb3858ecf962e7"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-22T11:57:48.076Z","updatedAt":"2023-10-22T11:57:48.076Z"},"postText":"ELECTRONICS CONNECTING ENGINEERS....","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156b67_16979750211492%20ELECTRONIC%20FUN%20BOARD.png\")
Tessolve Friday Fun Activity…
As there are a lot of Online Tools available now for Team Collaboration, created an ELECTRONIC FUN BOARD game using Microsoft White Board consisting of two teams who connects the components through the Maze.
Since there are two teams with a small competition, engineers got interest in playing this childhood game happily and especially enjoyed the moment.
As we work a lot on Electronics, used the same Electronic components that connects our Engineers. Playing this game, made Engineers a small fun activity day for our team at Tessolve.
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Example: While brainstorming on problem solving usually, I seat in front of my team and discuss about ways. But once I tried to seat in between my team and discussed. The second one has given effective output of discussion.
#Change #Little change #Be the change # Initiate the change.
","bookmarksUsers":[],"tags":["Manager Mantras"],"reactions":[{"_id":"6534eeebf0bb3858ecf8dbe7","userId":"647d8a2ceaefe4f750c012d7","reaction":1,"createdAt":"2023-10-22T09:44:11.674Z"},{"_id":"6538f18af0bb3858ecf953f6","userId":"64a811b2b83c063ddfba51f7","reaction":1,"createdAt":"2023-10-25T10:44:26.560Z"},{"_id":"65af7b4a6bdc802bbab33ea4","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:39:38.826Z"}],"isActive":true,"userId":"647d8a2ceaefe4f750c012d7","userType":1,"userDetails":{"managerInfo":{"badge":[],"communityBadge":[],"userType":"M","managerModerationStatus":"audit_in_progress","lastLogin":"2024-05-11T00:00:00.000Z"},"personalInfo":{"name":"Santosh Sukhdeo Shende","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Schindler","gender":"Male"}},"_id":"6534eee5f0bb3858ecf8db0f","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-10-20T13:46:01.862Z","updatedAt":"2023-10-20T13:46:01.862Z"},"postText":"Fit to future ","postDescription":"yesterday i appreciated my Sr, customer engineer for sustain top position all india engineer KPI ranking, individual result.
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":[],"reactions":[{"_id":"6532aa8ef0bb3858ecf8aff3","userId":"647d8a2ceaefe4f750c01294","reaction":1,"createdAt":"2023-10-20T16:27:58.697Z"},{"_id":"6534c2e5f0bb3858ecf8d910","userId":"64a811b2b83c063ddfba51f6","reaction":1,"createdAt":"2023-10-22T06:36:21.889Z"},{"_id":"6538f18cf0bb3858ecf953f8","userId":"64a811b2b83c063ddfba51f7","reaction":1,"createdAt":"2023-10-25T10:44:28.238Z"},{"_id":"65af7b4c6bdc802bbab33eb5","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:39:40.346Z"}],"isActive":true,"userId":"647d8a2ceaefe4f750c01294","userType":1,"userDetails":{"managerInfo":{"badge":[{"_id":"65eecdfd7470c22c47196e15","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/647d8a2ceaefe4f750c01294/2892","score":"82.62121212121214"}],"communityBadge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-04-05T00:00:00.000Z"},"personalInfo":{"name":"Vijay Kumar","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_6.png","company":"Schindler","gender":"Male"}},"_id":"653284999ee3d25311ad67e4","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi Shinari","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f6","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"653284999ee3d25311ad67e4","reactions":[{"timestamps":{"createdAt":"2023-10-23T06:17:32.109Z","updatedAt":"2023-10-23T06:17:32.109Z"},"_id":"65360ffcf0bb3858ecf8f860","userId":"647d8a2ceaefe4f750c01294","reaction":1}],"thoughtText":"Great - appreciation motivates people to go above and beyond!\n\nA step further is to also send a letter to his family thanking them for their support, as a token of appreciation.","timestamps":{"createdAt":"2023-10-22T06:37:05.798Z","updatedAt":"2023-10-22T06:37:05.798Z"},"userId":"64a811b2b83c063ddfba51f6","userType":1,"_id":"6534c311f0bb3858ecf8d912"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-20T12:26:02.890Z","updatedAt":"2023-10-20T12:26:02.890Z"},"postText":"Role of a Leader","postDescription":"
In the top level, it is important for getting co-operation in formulation of plans and policies.
In the middle and lower level, it is required for interpretation and execution of plans and programmes framed by the top management.
Leadership can be exercised through guidance and counseling of the subordinates at the time of execution of plans.
He/She has to represent the concern at seminars, conferences, general meetings, etc.
His/Her role is to communicate the rationale of the enterprise to outside public. He/She is also representative of the own department which he leads.
A Leader is trying to co-ordinate the efforts of people towards a common purpose and thereby achieves objectives. This can be done only if he can influence and get willing co-operation and urge to accomplish the objectives.
In this regard, a leader has to invite suggestions and if possible implement them into plans and programmes of enterprise. This way, he can solicit full support of employees which results in willingness to work and thereby effectiveness in running of a concern.
A Leader can be a philosopher by utilizing his intelligence and experience and thereby guiding the employees as and when time requires.
He/She can be a guide by supervising and communicating the employees the plans and policies of top management and secure their co-operation to achieve the goals of a concern.
At times he can also play the role of a counselor by counseling and a problem-solving approach. He can listen to the problems of the employees and try to solve them.
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For Gold is cold and lifeless, it can neither see nor hear and in time of trouble it's just powerless to cheer.
Gold! it has no ears to listen nor heart to understand, it cannot bring you comfort or reach out a helping hand.
so when you ask God for Gift, be thankful if he sends, not Diamonds Pearls or Riches but the love of \"__________\".
I have witnessed many a times how a small gesture brings a smile or makes a difference in someone's life.
Had organized a quiz competition with some questions related to policies in the company, recent developments, general knowledge, etc. for my team and we all thoroughly enjoyed. Had committed to gift the team member who scored the highest. Finally, since everyone participated with utmost enthusiasm, I sent a desert to each of my team members home. The first picture below was shared by one of my team members and it was overwhelming to read the messages i received from them after they received the desert.
My Manager sent home a cake for my birthday. This gesture was appreciated by all my family members and they also enjoyed eating the cake. The cake tasted delicious, but the thought and affection with which it was sent touched my heart and showed care towards the team member.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156af9_1697742491168image.png\")
If we have to be successful leaders, it is important we learn from failures and inspire team to take risks and not fear trying a new idea, provided the idea looks more promising than the risk of failure. We have to take failures with a pinch of salt and the learning we get from failure is much more than we gain from success. Pick the team up when they are down, inspire them. Spread the aroma of empathy, and you will see that we can move mountains together.
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“You cannot truly listen to anyone and do anything else at the same time.”
— M. Scott Peck, author of The Road Less Traveled
“If you make listening and observation your occupation, you will gain much more than you can by talk.”
— Robert Baden-Powell, Boy Scouts Association
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7 tips to help you overcome any leadership challenges you face
1. Look after yourself.
2. Get clear on your role
3. Be authentic.
4. Find support.
5. Use feedback to your advantage.
6. Set clear expectations
7. Communicate often.
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Recall your childhood days and post your comment to these 3 questions in the comment box,
1) Were you bold, confident and determined?
2) were you hesitating to probe questions (may be simple, valid, invalid, foolish, not adhering to the situation)?
3) were you fearing to take up some random tasks? were you worried about task accomplishment and results?
(comment can be of this format 1Y/1N, 2Y/2N, 3Y/3N, if you want to describe more you can)
Above parameters/situation may set some impressions (negative/positive let's define this later).
Turning some negative impressions to positive requires lot of effort, but vice-versa can happen in fraction of seconds.
With all this hurdles in life, retention of curiosity driving towards innovation and discovery needs perseverance and motivation and can come only from within.
Let's discuss more in chapter 2...
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In today's world everyone needs quick results. To achieve that you have to be smart enough to produce more in less time, which calls for innovation in you. Let's encourage the young generation to explore imagination & creativity in them along with the daily tasks.
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Action Idea"],"reactions":[{"_id":"65af7b6b6bdc802bbab33fac","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:40:11.795Z"}],"isActive":true,"userId":"649567b63062d026a6156b2c","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[{"_id":"6586e4c90bbf105e9dabc087","badgeType":"Certificate of Merit","startDate":"2023-12-23T13:46:49.585Z","endDate":"2024-12-23T00:00:00.000Z","order":1,"certificate":true,"url":"managerCertificate/574331/certificateOfMerit2023.pdf","score":"90.5"}],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-05T00:00:00.000Z"},"personalInfo":{"name":"Kuridi Sunil","profilePic":"https://media.greatmanagerinstitute.com/profilePics/649567b63062d026a6156b2c/IMG_20211014_102620.jpg5719066490","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"652fc89649377b2cedcd60f4","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-10-18T11:57:34.353Z","updatedAt":"2023-10-18T11:57:34.354Z"},"postText":"Samvada (Connect to team) ","postDescription":"We have team meeting every alternate week, here we talk about
What went well
What didn't went well
Thanks To anyone
Help needed.
This has helped the team to know whom to approach for any help/guide.
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":[],"reactions":[{"_id":"65af7b6d6bdc802bbab33fbc","userId":"647df4c6eaefe4f750cd6bd8","reaction":1,"createdAt":"2024-01-23T08:40:13.256Z"}],"isActive":true,"userId":"649567b63062d026a6156ad3","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-06T00:00:00.000Z"},"personalInfo":{"name":"Vinay Dath Dhage Gangadhara","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Tessolve Semiconductor Private Limited","gender":"Male"}},"_id":"652fc82e49377b2cedcd5fa9","topThoughts":[{"userDetails":{"personalInfo":{"name":"Vijaykumar Rameshbhai Vavdiya","profilePic":"https://s3.ap-south-1.amazonaws.com/s3.gmi/profilePics/651fee67856b96eb508617b0/IMG_20231208_111706.jpgdc820821d7","company":"Shriram Housing Finance Limited","gender":"Male"},"_id":"651fee67856b96eb508617b0","managerInfo":{"communityBadge":[],"badge":[{"_id":"6583c2f81c8e004164736f90","badgeType":"Certificate of Merit","startDate":"2023-12-21T04:45:44.492Z","endDate":"2024-12-21T00:00:00.000Z","order":1,"certificate":true,"url":"managerCertificate/126324/certificateOfMerit2023.pdf","score":"92.75"}],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2023-12-21T00:00:00.000Z"}},"isActive":true,"postId":"652fc82e49377b2cedcd5fa9","reactions":[],"thoughtText":"Ok","timestamps":{"createdAt":"2023-10-20T06:14:21.449Z","updatedAt":"2023-10-20T06:14:21.449Z"},"userId":"651fee67856b96eb508617b0","userType":1,"_id":"65321abd165e3c4b2fcc5a39"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-18T06:44:21.838Z","updatedAt":"2023-10-18T06:44:21.838Z"},"postText":"\"The pursuit of happiness\" -Arthur Schlesinger ","postDescription":"\"The pursuit of happiness\" does not mean chasing or seeking it, but actually practicing happiness, the experience of happiness — not just chasing it but actually catching it, you might say.
-Arthur Schlesinger
Really happiness you can find in small small things..Yesterday received Coffee mugs with few photos printed on that.The moment we saw that felt very happy.White cups with bright colourful family and kids photos on that.Few members had given some logo's , some good quotes depending on their wish.
Of course execution was from last 4 months .Collecting personal photos from every team member , arranging for design selections , taking everyone's opinion.Its really difficult task.Thanks to Nagesh (PCB team lead) for making this happen.Thanks to Nataraju's plan and other members who ever contributed like collection of pics from individual and sharing to lead.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156a9e_1697599584862IMG-6670.jpg\")
It can be challenging but it is definitely possible.
Here are some tips:
1. Get to know your reportees -> includes understanding their skills experience and interests. It is also important to understand the different perspectives and communication styles.
2. Encourage collaboration -> Even though your reportees are from different domains, it is important to encourage them to collaborate with each other. This can help them to learn from each other and to develop new ideas.
3. Use a common language -> When you are communicating with your reportees from different domains, it is important to use a common language that everyone understands. This may involve unsing technical terms that are common to all the domains.
4. Be patient and understanding -> It may take some time for your reportees to learn from each other and develop a common understanding. Be patient and understanding during this process.
Remote work is becoming increasingly popular. It offers employees more flexibility and autonomy. However managing remote reportees can be challenging.
Here are some tips:
1. Set clear expectations - be clear about the working hours, productivity and communication.
2. Provide regular feedback - you can provide the feedback through 1 to1 , emails or video conferencing.
3. Be available - being responsive to their emails and phone calls. Willing to schedule meetings with them.
4. Build trust - being honest with them and give them the autonomy to do their jobs.
5. Use technology for your advantage -
6. Encourage collaboration - it is important to encourage the reportees to collaborate within themselves by using some online tools or meeting applications.
7. Promote work-life balance - encourage your remote reportees to maintain a healthy work-life balance. Setting clear working hours and sticking to them is the key for the success.
It’s important to shift your mindset to embrace mistakes as opportunities for learning and growth. Prioritize progress over perfection.
-Excerpt from a website portal.
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Do watch it, use them with your team and share it with others! Happy Learning!
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Leadership is not about titles, positions or flowcharts. It is about one life influencing another. - John Maxwell
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How does one motivate them to go above and beyond status quo?
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How many of you observed this ?
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Share hope. Share your hope. If you want people to commit to us, we have a responsibility to explain why they should.
We all know, hope is driving this whole world for a better tomorrow.
We know our team looks up to us for the hope.
I relate this quality to my team during critical stages of the project execution.
Knowing the team is already under pressure the best thing we can do is give them hope, reassure them that things will turn out if we sincerely pursue our goal while keeping the hope.
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Active listening means listening with the intent to fully understand what the other person is saying. As an active listener, try not to be preoccupied with your own thoughts or responses; instead prioritize comprehension in your responses. Ask open-ended questions to gain a deeper understanding of what your teammate is talking about, paraphrase or summarize to make sure you’re fully understanding what’s being said and avoid distractions or multitasking.
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https://hbr.org/2005/03/what-great-managers-do
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1. Provide a positive work environment: Foster a culture that values open communication, collaboration, and mutual respect. Encourage employee feedback and address any concerns promptly.
2. Offer competitive compensation and benefits: Ensure that your employees are fairly compensated for their work and provide attractive benefits packages that meet their needs.
3. Provide growth and development opportunities: Offer training programs, mentorship, and opportunities for career advancement. Encourage employees to develop new skills and provide avenues for them to apply those skills within the organization.
4. Recognize and reward achievements: Acknowledge and appreciate the efforts and achievements of your employees. Implement a recognition program that celebrates their contributions and provides incentives for high performance.
5. Foster work-life balance: Promote a healthy work-life balance by offering flexible work arrangements, paid time off, and wellness programs. Encourage employees to take time for self-care and support their personal well-being.
6. Regularly communicate organizational goals and progress: Keep employees informed about the company's vision, goals, and progress. Engage them in the decision-making process and communicate how their work contributes to the overall success of the organization.
7. Build strong relationships: Encourage team-building activities and create opportunities for employees to connect and collaborate. Foster a sense of belonging and camaraderie within the organization.
8. Conduct stay interviews: Regularly check in with your employees to understand their needs, concerns, and aspirations. Use the insights gained from these conversations to make improvements and address any potential retention issues.
Remember, employee retention is a continuous effort, and it requires ongoing commitment from leadership to create a supportive and engaging work environment.
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Success will come over the period time with the step-by-step action by maintaining highest ethical practices .
Always need to have parental approach with team members so that there will not be any gap in communication.
Feedback sessions are always help to maintain highest ethics within the team towards organization goal .
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Feedback acts as a fodder for any team member for their personal growth, team collaboration, help identify issues early and make necessary adjustments, client satisfaction, etc.
To make effective feedback sharing as an integral part of our team. We can have some constructive approach when giving feedback. We should focus on specific behaviours or outcomes and not make it personal. PCP – Praise, Criticise and Praise, can be one strategy that can be followed here.
Do regular check-ins, both 1-1 and team wide. These sessions provide opportunities to discuss progress, challenges & map where we are on goal. While taking/getting the feedback, do offer option for anonymous feedback option, especially for the team members who might feel uncomfortable to provide feedback openly. Be an active listener while receiving feedback. Understand the perspective behind what is shared. Always ensure that the feedback session ends with actionable takeaways.
By embracing feedback as a tool for growth and development, we create an environment where everyone can contribute their best. It's not about criticism; it's about collaboration and the pursuit of excellence.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156b67_169686807330320231009_045808077_iOS.jpg\")
Every Engineer is an Artist….
Each and Every Engineer will have a unique skill & unique understanding. As a Lead, need to bring in their Artist Skills by helping & guiding during their career.
With an Idea of Connecting People towards the work, conducted an ART OF ELECTRONICS activity, where engineers exhibited their skills by drawing & painting the Electronic Load Boards that we design at Tessolve.
This activity helped the Engineers to have a lot of Fun at Work and also a Memorable Event at Tessolve.
![](\"https://media.greatmanagerinstitute.com/communityUploads/649567b63062d026a6156b67_169686809636020231006_050437236_iOS.jpg\")
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The mantra to success in your career and to go along with Performance measures, it's always good to play with in organization is under-commit and over-deliver. here you can also overcome the unknown facts and challenges across the Project or organization.
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Manager Mantras"],"reactions":[{"_id":"652e47d59fce7b29bd9bf276","userId":"6486c2b3eaefe4f7508c03d6","reaction":1,"createdAt":"2023-10-17T08:37:41.098Z"}],"isActive":true,"userId":"6486c2b3eaefe4f7508c03aa","userType":1,"userDetails":{"managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-08T00:00:00.000Z"},"personalInfo":{"name":"Prasad Sistla","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6486c2b3eaefe4f7508c03aa/IMG_20180122_075105.jpg9cac61c3a2","company":"BSH Household Appliances Manufacturing Pvt. Ltd.","gender":"Male"}},"_id":"652426875238072d7afa82af","topThoughts":[{"userDetails":{"personalInfo":{"name":"Prasad Sistla","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6486c2b3eaefe4f7508c03aa/IMG_20180122_075105.jpg9cac61c3a2","company":"BSH Household Appliances Manufacturing Pvt. Ltd.","gender":"Male"},"_id":"6486c2b3eaefe4f7508c03aa","managerInfo":{"badge":[],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-03-08T00:00:00.000Z"}},"isActive":true,"postId":"652426875238072d7afa82af","reactions":[],"thoughtText":"@shivangi: Pragmatic depends on case to case. of course. ","timestamps":{"createdAt":"2023-10-17T07:18:00.879Z","updatedAt":"2023-10-17T07:18:00.879Z"},"userId":"6486c2b3eaefe4f7508c03aa","userType":1,"_id":"652e35289fce7b29bd9bd0b9"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-09T05:05:43.085Z","updatedAt":"2023-10-09T05:05:43.085Z"},"postText":"Reputation is EVERYTHING.","postDescription":"Your value proposition should speak to the pain points of your target customer in a “tone” that resonates with their emotions.
By speaking to their pain points, you are showing them that you understand them & have a solution.
The tone of your value proposition is important because it can influence how your target customers perceive your brand.
Brand Perception & Reputation is EVERYTHING.
Protect it at all costs!
When should a People Manager draw a line when it comes to supporting reportees personal requests or emotional health owing to personal concerns?
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Have a great week ahead!
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Action Idea","Manager Mantras"],"reactions":[{"_id":"6523886b5238072d7afa370e","userId":"64e7330f4559c173455e1f2a","reaction":1,"createdAt":"2023-10-09T04:58:19.906Z"},{"_id":"6524deea5238072d7afa946e","userId":"647df323eaefe4f750cd41ab","reaction":1,"createdAt":"2023-10-10T05:19:38.531Z"},{"_id":"652578515238072d7afb1ede","userId":"64d242e878abfd767746aa2e","reaction":1,"createdAt":"2023-10-10T16:14:09.518Z"}],"isActive":true,"userId":"647607ce4b49bcffc4318694","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-11-21T00:00:00.000Z"},"personalInfo":{"name":"Rohan Nabar","profilePic":"https://media.greatmanagerinstitute.com/profilePics/647607ce4b49bcffc4318694/Rohan%20Nabar%20Head%20Shot.jfifa97914e5da","company":"Quess Corp Limited","gender":"Male"}},"_id":"6523866e5238072d7afa32dd","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi Shinari","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_2.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f6","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"6523866e5238072d7afa32dd","reactions":[],"thoughtText":"Wow Rohan - that's a great thought!!","timestamps":{"createdAt":"2023-10-15T04:34:26.874Z","updatedAt":"2023-10-15T04:34:26.874Z"},"userId":"64a811b2b83c063ddfba51f6","userType":1,"_id":"652b6bd2e717e0755a45fe29"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-08T07:09:34.042Z","updatedAt":"2023-10-08T07:09:34.042Z"},"postText":"Be the first..","postDescription":"Sometime Specifically for new Employees who Joins the organization hesitate to discuss , sharing his opinion ,suggestions. In Such cases The managers plays the key role and Observing such employees is very important. Need to have informal meeting with such employees and ask the feedback from discussion. This gives good early input and manager can work on that.
#Be the first #Proactive discussion from manager #Seeking feedback #Initiate first
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However, is work-life balance truly attainable, or is it a myth that leaves many feeling like jugglers in a never-ending circus act?
Imagine a juggler skillfully tossing balls into the air, each representing a different facet of life - work, family, personal interests, and more. The juggler strives to maintain a delicate equilibrium, ensuring that no ball falls to the ground. Yet, in reality, work and personal life are not static entities that can be perfectly balanced at all times. Instead, they are dynamic and often demand varying degrees of time and energy.
The pursuit of work-life balance can often lead to feelings of regret and guilt. Regret for not giving enough attention to one's career or personal growth, and guilt for not being there when family and loved ones needed us most. This unending quest for balance has left many in their 50s and 60s with a common lament - they missed out on witnessing their children grow and were unaware of their evolving needs.
This is where the concept of \"The Integrated Life\" comes into play, offering an alternative perspective to the traditional notion of work-life balance. Drawing inspiration from ancient wisdom found in the Vedas and the life of Krishna, The Integrated Life encourages us to create a symphony between our work and personal lives.
In the Vedas, we find the idea that life is a harmonious journey where every facet, whether work, family, or personal growth, contributes to our overall well-being. Similarly, in the life of Lord Krishna, we see a remarkable integration of work and life. Krishna did not separate his roles as a statesman, leader, and friend from his spiritual journey. Instead, he integrated them seamlessly, leading to true happiness and fulfillment for himself and everyone around him.
The Integrated Life does not advocate for neglecting one's responsibilities, nor does it suggest that we must excel in every area simultaneously. Rather, it emphasizes the importance of embracing life's imperfections and acknowledging that at times, one aspect may require more attention than the others. It encourages us to be fully present and engaged in whatever we are doing, whether it's working on a project or spending quality time with family.
In essence, The Integrated Life encourages us to shift our focus from achieving perfect balance to achieving harmony. It's about finding joy in the moments when we can be fully immersed in our work and finding equal joy in the moments when we can be present with our loved ones. It's about recognizing that life is a continuous dance, and sometimes the steps are more graceful than at other times.
As we navigate the complexities of modern life, let's remember that striving for balance can lead to disappointment and frustration.
Instead, let's embrace The Integrated Life, where we learn to dance with the rhythm of life, integrating our work, our passions, and our personal lives into a beautiful symphony that brings true happiness and fulfillment.
As a Great people manager - how do you approach to the symphony to life
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Action Idea","Manager Mantras"],"reactions":[{"_id":"651fddaabe349e476199fb5f","userId":"64e7330f4559c173455e1f2a","reaction":1,"createdAt":"2023-10-06T10:12:58.648Z"},{"_id":"6520dbb5be349e47619a0d90","userId":"647d8a2ceaefe4f750c011ff","reaction":1,"createdAt":"2023-10-07T04:16:53.836Z"},{"_id":"652198c05238072d7afa16a4","userId":"64d242e878abfd767746aa46","reaction":1,"createdAt":"2023-10-07T17:43:28.611Z"}],"isActive":true,"userId":"64e7330f4559c173455e1f2a","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":[],"managerModerationStatus":null,"badge":[],"paymentSource":"Login using coupon GMISPECIAL100","userType":"H"},"personalInfo":{"name":"Sagar Amlani","profilePic":"https://media.greatmanagerinstitute.com/profilePics/64e7330f4559c173455e1f2a/WhatsApp%20Image%202023-06-07%20at%2012.31.30.jpegf74212bd92","company":"Great Manager Institute","gender":"Male"}},"_id":"651fc06cbe349e476199d810","topThoughts":[{"userDetails":{"personalInfo":{"name":"Rohan Nabar","profilePic":"https://media.greatmanagerinstitute.com/profilePics/647607ce4b49bcffc4318694/Rohan%20Nabar%20Head%20Shot.jfifa97914e5da","company":"Quess Corp Limited","gender":"Male"},"_id":"647607ce4b49bcffc4318694","managerInfo":{"communityBadge":[],"badge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-11-21T00:00:00.000Z"}},"isActive":true,"postId":"651fc06cbe349e476199d810","reactions":[{"timestamps":{"createdAt":"2023-10-15T04:39:14.388Z","updatedAt":"2023-10-15T04:39:14.388Z"},"_id":"652b6cf2e717e0755a45fe2f","userId":"64a811b2b83c063ddfba51f6","reaction":1}],"thoughtText":"Here's the link to a wonderful interview where Alphabet Group CFO Ruth Porat is interviewed by David Rubenstein, where she talks about, how the meaning of work life balance is a myth and how it could mean different things to different people and the same people at different points in time! Do watch it when you do have 25 mins to spare!\n\nhttps://www.youtube.com/watch?v=EUlTyu_wYi0","timestamps":{"createdAt":"2023-10-09T05:45:33.090Z","updatedAt":"2023-10-09T05:46:23.075Z"},"userId":"647607ce4b49bcffc4318694","userType":1,"_id":"6523937d5238072d7afa7002"}],"visibility":2},{"timestamps":{"createdAt":"2023-10-06T07:54:03.353Z","updatedAt":"2023-10-06T07:54:03.353Z"},"postText":"Seven Inspiring Techniques from Japanese Culture to Boost Productivity for Managers","postDescription":"
I read about seven captivating techniques deeply embedded in Japanese culture that offer valuable insights for people managers aiming to lead their teams effectively. These methods are aimed at combatting procrastination and enhancing productivity. Let me share them with you:
IKIGAI - Unearth Your Team's Collective Purpose
Encourage your team members to discover their individual reasons for showing up each day. Align tasks with their strengths and passions, and tie their efforts to a larger, meaningful goal. This approach fosters a sense of purpose and motivates your team.
SHIKATA GA NAI - Focus on What You Can Influence
As a manager, recognize that there are elements beyond your control. Embrace this reality and encourage your team to do the same. Direct their energy towards areas where they can make a real impact.
WABI-SABI - Embrace Imperfections and Growth
Acknowledge that both individuals and teams have their imperfections. Encourage a growth mindset, where mistakes are seen as opportunities to learn and improve. Recognize that change is constant, and encourage your team to adapt and evolve.
GAMAN - Foster Resilience and Emotional Intelligence
Instill emotional maturity and self-control in your team members. Equip them with the skills to navigate challenges with patience, resilience, and understanding. This will create a more harmonious and productive work environment.
OUBAITORI - Discourage Unhealthy Comparison
Remind your team that comparing themselves to others can be counterproductive. Encourage a culture of collaboration and support, where each member's unique strengths are valued and utilized.
KAIZEN - Encourage Continuous Improvement
Foster a culture of ongoing growth and learning within your team. Recognize that small, positive changes can lead to significant improvements over time. Encourage regular reflection and feedback.
ARIGATO MONEY - Value Resources Wisely
Teach your team to appreciate the resources at their disposal, including budget and time. Emphasize the importance of using these resources wisely and efficiently to achieve collective goals.
Applying these techniques in a managerial context can lead to more motivated, engaged, and productive teams. Among these, my personal favorite is KAIZEN. How about you?
Which technique resonates with you the most in your role as a manager?
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benefited to department.
Open And Share:
DOs:
Don’t:
Implement and Succeed:
Dos:
Don’t:
“ Charcha with Champ ” During one-on-one Champ, Mr. Vinit Kudtarkar suggested that we make a video to inspire other team members on “Fearless reporting and the Importance of Near Miss reporting “According to his idea, we captured a video with the safety officer.
We shared this video with our Branch Manager Mr. Digambar Kulkarni, he was happy with the initiative, Mr. Digambar Ji has emailed and communicated the same to Mumbai 2 colleagues on “Fearless reporting and the Importance of Near Miss reporting”.
![](\"https://s3.ap-south-1.amazonaws.com/s3.gmi/communityUploads/647d8a2ceaefe4f750c0120b_1700078160935image.jpeg\")
Create a physical or digital wall where you showcase photos, achievements, and compliments from clients or colleagues.
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Align with Personal Goals:
Offer Opportunities for Skill Development:
Recognition and Rewards:
Regular Feedback and Performance Reviews:
Set SMART Goals:
Encourage Open Communication:
Lead by Example:
Celebrate Individual Achievements:
Promote a Collaborative Culture:
Provide Resources and Support:
Monitor and Adjust:
Flexibility and Adaptability:
Promote a Healthy Work-Life Balance:
We will have weekly meetings every Thursday and prepare our meeting agenda, so that they can plan their weekly activities and prepare for the next 7 days. Doing so increase participation and engagement during the meeting itself and proper teamwork.
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Also it should organize the festive by HR/Welfare dept. with proper communication to all relevant team members..
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Simplify the approval process on positive mode. It seems negative impression between team. Having multiple level of approvals and every one asking same query with different angle. It is time conserving one. Some time it will be tedious process between multiple tasks. HOD will be the approver instead of multiple levels and follow up each inter departments..
Once HOD approved no more queries should come back to down line.
Then it will be happy atmosphere among the team.Better of organization growth.
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In the ever-evolving competitive world, knowledge is power. But more than that, the ability to adapt, upskill, and embrace new methodologies, working culture, adjusting to Gen Z's amazingly live and dynamic thought process & technologies is what sets us apart.
One must encourage oneself and the team to learn, shine and rise. Few benefits that I can see are Encourages Innovative Mindset, enhances your adaptation to chance, self-growth, staying ahead with a competitive edge, etc.
To achieve this, you must encourage their curiosity, empower them with necessary resources, have learning goals that match their career aspirations, peer-to-peer knowledge sharing – this helps build a great rapport between the team and help them learn the peers with positive vibes, celebrate small achievement.
At the end this will help us to create a workplace that will foster growth, innovation and collaboration.
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· Passion follows competence. The author says that the idea of following your passion can be misleading at times. Focus on becoming excellent at something you are valuable at.
· Develop a Craftsman Mindset: Adopt a craftsman mindset, where you aim to become exceptionally good at what you do.
· Learn to capitalize the career: Accumulate career capital by developing rare and valuable skills. Be best in that one skill, excel it. This capital can be used to gain more control over your career and negotiate better opportunities within the organization.
· Thoughtful Practice: Achieving excellence requires thoughtful practice and focus. Continuously challenge yourself to improve your skills and knowledge.
· Seek Control: Aim to gain more control over your career by becoming vital in your field.
· Be Patient, Respect Other's Views: Gradually build a strong foundation of skills and expertise before considering major shifts. Not everytime you are correct.
· Little Bets: Experiment with small, low-risk projects to test new. This allows you to adapt and make informed decisions.
· Mission Mindset: Identify your mission or long-term goals and use this as a guiding force in your career related decisions. Align your work with your values and mission, in sync with your organization’s mission statement. Be yourself and not flatter.
· Don't Quit Too Soon: It's common to face resistance and challenges in pursuing meaningful work. Don't give up too soon; perseverance can lead to breakthroughs.
· Create a Remarkable Portfolio: Develop a portfolio of work that showcases your skills and expertise. This can help you stand out to potential employers or clients. Build leaders.
· Network with Experts: Connect with experts and influential people in your field. Their guidance and mentorship can accelerate your career growth.
· Focus on becoming exceptionally good at what you do, and opportunities and success will follow.
Being customer-centric means anticipating a customer’s wants, needs and communication preferences. And then getting it right.
True leadership goes beyond just leading; it's about cultivating the leaders of tomorrow. Here's how:
1. *Identify Potential:* Recognize leadership potential in your team members. Look for qualities like initiative, problem-solving, and the ability to inspire others.
2. *Mentorship:* Act as a mentor, providing guidance and sharing your experiences. Encourage them to develop their own leadership style.
3. *Delegate Responsibility:* Give them opportunities to take the lead on projects. Trust and delegation are key ingredients for leadership growth.
4. *Continuous Learning:* Emphasize the importance of ongoing learning and self-improvement. Leaders should be committed to personal growth.
5. *Encourage Decision-Making:* Let them make decisions and learn from their choices. Mistakes are valuable lessons in leadership.
6. *Promote Collaboration:* Leaders must work well with others. Encourage teamwork and interpersonal skills.
7. *Lead with Purpose:* Instill a sense of purpose and a strong ethical foundation. Leaders should have a clear vision and values.
8. *Feedback and Recognition:* Provide constructive feedback and recognize their leadership efforts. Positive reinforcement boosts confidence.
9. *Stay Accessible:* Be approachable and open to their ideas and concerns. Leaders who listen foster trust.
10. *Set an Example:* Lead by example. Your actions speak louder than words and set the standard for leadership behavior.
Creating leaders isn't just about building followers; it's about fostering the growth of individuals who can lead with vision, integrity, and impact. 🚀🌟
---
Creating leaders is an investment in the future, as it not only benefits individuals but also strengthens the overall leadership capacity of the organization
![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c0111b_1696075162072WhatsApp%20Image%202023-09-21%20at%206.20.48%20PM%20%281%29.jpeg\")
Whether it could be in any form,
try to live both the extremes of anything passionately…
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The elder brother was a drug addict and a drunkard who frequently beat up his family.
The younger brother was a successful businessman who was respected in society and had a wonderful family.
Some people wanted to find out the difference in attitude, though they belonged to the same parent.
They asked the elder brother: How come you are a drug addict, a drunk, and you beat your family. What motivates you?
The elder brother replied: My father.. My father was a drug addict and a drunkard and he used to beat us. What do you expect me to be? That is what I am.
They went to the younger brother and asked the same question.
People asked: How come you are doing everything right? What is your source of motivation?
The younger brother replied: My father. When I was a little boy, I used to see my father drunk and doing all the wrong things. I made up my mind that that was not what I wanted to be.
Both were deriving their strengths and motivation from the same source but one was using an optimistic thinking style and another was using pessimistic thinking style.
We evaluate all situations in our life through our thinking style.
Either it could motivate us to change the situation for the better.
Or we could choose to remain in the same situation because we resist change and are reluctant to see the choices. There is deep connection between our thinking style and behavioral (action)
Your mindset determines how you spend your time, who you spend your time with, what decisions you make, and where you invest your resources.
What's your thinking style…
![](\"https://media.greatmanagerinstitute.com/communityUploads/64e7330f4559c173455e1f2a_1695958794851n1567939.jpg\")
Also, remember your team is watching and learning your style, we teach more by our actions than our words . .
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They come with a mindset to make a change overnight. Dealing with this young people and keeping them engaged, motivating them and helping them the process is sometime overwhelming.
How do I manage these people more effectively?
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As a leader, you need to ensure that your team is kept informed and abreast of relevant information that they need to do their jobs on a daily basis. These are the routine sets of meetings and communication that ensure the organization is doing the day-to-day tasks needed to create value.
Beyond the day-to-day communication protocols that help to keep the business running, leaders will also be called upon to inspire, motivate, and galvanize their teams in pursuit of the organization’s vision. It is important to be clear and consistent about the ways in which the vision and strategy of the organization will enable it to fulfill its mission. Sometimes there are moments when the pursuit of that mission is disrupted by changes in the contextual landscape. These changes could result in potential new opportunities as well as difficult challenges and obstacles to address. In these instances, your communication is focused less on the day-to-day activities and more on the desired future state of the organization. This often requires you to modify and adapt your style and tone to fit the new reality.
Leaders must also engage in direct one-on-one communication with their peers, direct reports, and managers/bosses. This process of communicating up, down, and across largely relies on the development and cultivation of interpersonal relationships. You have to get people on board, whether they report to you, you report to them, or you are lateral colleagues.
Managing Up To manage up effectively, you need to understand your boss’s interests and pressures, set mutually agreed-upon expectations, and bring them along with you over the course of a project or situation so they are kept abreast of what you are doing. In managing up, you also demonstrate a willingness to seek advice and guidance. Managing Down When managing down, it is important to adapt and modify your communication style and approach so they fit the needs of the individuals you work with. Managing down is also an opportunity to practice your teaching skills, work through problems as a team, and seek input, help, and advice. Managing Laterally The key to lateral management is to generate buy-in through connection, engagement, and compromise. A way to gain buy-in and agreement from lateral colleagues is to talk with them one-on-one, listen to their perspectives, respect their interests, and consider emerging solutions in light of the interaction, particularly when a critical decision needs to be made.
This is the work of leadership. To accomplish this work you, as the leader, have to integrate two imperatives: the evolving expectations that constituencies have of their leaders and how you show up when you communicate
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How can I effectively manage this situation and ensure the project's continuity and success?
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Simply relying upon the routines and practices that got you to this point will not be sufficient. Plus, entry into a new role and set of responsibilities constitutes its own challenge, which requires a deliberate shift into learning mode. Think about the three imperatives of transitioning to a new role: • Establishing connections—taking the time to get to know the people you are working with and the people on whom you will depend to get the work done, whether or not you have formal authority over them. This can be accomplished by:
Hold one-on-one meetings with your peers in other functions or areas of the business.
Holding one-on-one meetings with upstream and downstream peers and superiors to understand their needs and pressures
Developing your competence—learning about the business, learning new tasks and skills, and learning how to get things done; being a listener and student of the role and organization, so that you can climb the learning curve.
This can be accomplished by:
Spending time deeply understanding the strategy of the business
Seeking out coaching or mentoring from a prior incumbent of the role
Reviewing and analyzing historical performance data o Researching the products and services the organization offers
Assessing the competitive landscape and building an understanding of industry dynamics
Taking a course (online, in-house, local university) to build an essential skill set
Building credibility—demonstrating your commitment to the people and the business through qualities such as hard work and humility; in many ways, establishing connections and developing your competence are fundamental ways of building your credibility.
This can be accomplished by:
Speaking with the senior leadership team or board about priorities for the unit, division, or organization
Visiting every part of the organization
Meeting with users, customers, and clients
going on a listening tour to learn from your team and from lateral colleagues While every circumstance is different, and there isn’t one best way to approach a new role, listening and learning should be among your top priorities.
Bringing your fresh perspective and acting on pressing issues are essential to taking charge, but you simply cannot take good, measured action without the knowledge acquired from listening to those already in the business, testing their varied perspectives and assumptions against your own, integrating what you learn, and allowing new insights to emerge.
Asking questions and listening also enables the leader to craft a direction for the business in which the leader has sturdy confidence. When those you are leading experience your faith in the direction you are setting, and when they know you and know the direction came from listening to them, that powerful combination is fuel for mobilizing action—the tailwind leaders need to get moving on their agenda.
Having the intellect to grasp the business and figure out where it needs to go is crucial, as is the emotional capability to manage yourself and build strong relationships.
But every leader will bring a distinctive set of their own personal qualities, key competencies, and routine practices—and these qualities, competencies, and practices develop, grow, and change over time, through new roles and experiences.
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KNOWLEDGE LEAGUE a weekly session where the L&D team members get together virtually for a Capability Development Session, here each of the team members select topics which is related to the domain, it can be a new topic or a topic which needs to be delivered to the Sales Team, one of the team member presents on the same, this is done by every team member on a rotation basis including the Leader. This is the time for the team to get together virtually for informal discussion and to enhance their capabilities. During this connect no KRAs or targets are discussed. This is helping the team to relax and engage with their team members and Leader and hence helping in improving the team bonding and the knowledge levels of the team.
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I personally believe that delegation, infact effective delegation matters due to:
Do focus on the below to practice it at initial level and you can gradually evolve with your own strategy, as delegation is an art and you can evolve your own strategy:
Effective delegation isn't about offloading work; it's about empowering your team to take on new challenges and develop their skills. When done right, it can lead to increased productivity, higher morale, and better outcomes for our projects. It helps you develop leaders within your organization.
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Allen came up with the concept, which basically says - If a task takes two minutes or less to complete, don’t wait, don’t postpone, just do it. Right then and there.
This strategy isn’t just about time management — it’s about momentum. By swiftly knocking out those tiny, easy-to-handle tasks, you’re essentially kick-starting your productivity engine.
Each completed task, no matter how small, fuels a sense of achievement that propels you forward. Imagine those quick tasks as kindling. Alone, they may not seem like much, but together, they ignite the larger productivity fire.
Think about it. You come across an email that needs a quick reply. It could easily drown in the sea of ‘unread’ if you think, “I’ll do it later.” But with the 2-Minute Rule, you send a swift response and move on, unburdened.
![](\"https://media.greatmanagerinstitute.com/communityUploads/64e7330f4559c173455e1f2a_169529332175515TIER-superJumbo.jpg\")
And how about that small heap of clutter on your desk? A stray paperclip, a notepad open to a blank page. It would take less than two minutes to tidy up, but if ignored, it becomes a nagging reminder of disorder every time you sit down to work.
So the next time when you are faced with a small / micro task - ask yourself, “can I quickly get this done in 2 minutes?”. If your answer is ‘yes’, you are better off getting it done.
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He shares an example of the food service industry - ‘when a cook or someone preparing food can literally see the people they serve, it increases that customer’s satisfaction with the meal by 10%. If the cook and customer can both see one another, satisfaction with meal quality goes up 17% and service is 13% faster.’
He goes on to share similar studies in different industries like agriculture, software development, architecture, etc.
The lesson here is that people experience a far greater sense of belonging and more sustainable wellbeing when they connect what they do with how it impacts others.
More simply, if the client we are serving experiences happiness through our service, our own productivity & happiness goes up.
Here is a small reflection exercise for you: consider the work you will do today - who are you serving and how can you ensure they experience happiness and delight through your work today?
![](\"https://media.greatmanagerinstitute.com/communityUploads/64e7330f4559c173455e1f2a_1695292936640images.jpeg\")
When the reporting span and complexity increases, does it become tougher to remain a Good People Manger?
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Key takeaways from the book as per me below:
A must read if someone is looking for practical advice and techniques to improve their self-esteem and achieve your goals.
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We are planning this event on 1st Friday of every Month. We develop a method to inspire team members by recognizing their contributions and efforts, with the nominated team members receiving special acknowledgement from senior leadership. Effective implementation to this nomination and acknowledgement process within the organization to foster a culture of motivation and recognition.
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The 5C`s which are crucial in this mindset: -
Courageous, Composer, Connect with others, Care and Compassion & Credible Impact.
The team has thoroughly enjoyed this learning process.
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The crux of the book is simple yet extremely powerful: Tackle your most important tasks—the \"frogs\"—first thing in the morning. By doing so, you gain momentum, build discipline, and set the tone for a highly productive day.
The author provides some amazing insights about practical strategies and time management techniques that are easy to implement. From setting clear goals to prioritizing tasks and eliminating distractions, this book offers a roadmap to help you overcome procrastination and maximize your effectiveness.
Some key takeaways from the book are:
These takeaways encompass the core principles of \"Eat That Frog!\" and can help individuals improve their time management, productivity, and overall effectiveness in both their personal and professional lives.
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Ask a Mentor - Honest questions- Straight answers
🌟 Share Your Questions and Dilemmas for a Chance to Gain Insights and get it featured.
👋 Are you a people manager navigating the dynamic landscape of leadership? Do you sometimes find yourself facing tough decisions, unique challenges, or exciting opportunities?
Well, guess what? You're not alone! 🤝
Introducing new column where your questions and queries take centre stage!
🚀 We believe in the power of collective wisdom and shared experiences.
That's why we're inviting all people managers to join us on this enriching journey.
🔍 How does it work?
1. Drop Your Dilemma: Whether it's about team motivation, conflict resolution, remote leadership, or anything in between, share your burning questions. Don't worry, all submissions will remain anonymous. Use the Google Form to submit. https://forms.gle/E4RpGErXVdS7FL3CA
or you can event post you (Tag under question)
2. Expert Insights: Our seasoned mentor, with years of leadership acumen, will handpick a selection of questions to answer each month. Gain valuable insights and perspectives to tackle your challenges head-on.
3. Spotlight on You: The most thought-provoking question of the month will be featured in our highly anticipated Monthly newsletter. Your curiosity could inspire countless other managers facing similar hurdles.
This phrase emphasizes the importance of paying close attention to small things, as they can often have a big impact on the overall outcome of a task or project.
In today’s fast-paced world, it can be easy to overlook the importance of details. We’re often so focused on getting things done quickly that we don’t take the time to slow down and ensure that everything is done right.
That’s where the art of paying attention comes in. By cultivating a habit of paying attention to small details, we can unlock the power of precision and accuracy, leading to better results and greater success.
Here are just a few reasons:
Details add up: Small errors can quickly add up to big problems, especially in complex projects or situations. By paying attention to details, we can catch potential problems early on and prevent them from snowballing into major issues.
Details show care: Paying attention to small details demonstrates that we care about our work and take it seriously. This can help build trust and credibility with colleagues, clients, and customers.
Details lead to innovation: Sometimes, paying attention to small details can lead to big breakthroughs. By looking closely at a problem or situation, we may discover new solutions or approaches that we wouldn’t have otherwise considered.
1. Check your work: Before submitting any work or completing a task, take the time to review it and ensure that it is accurate and complete.
2. Be organized: Keep your workspace and materials organized to minimize errors and ensure that everything is easily accessible when needed.
3. Focus on the task at hand: Avoid distractions and interruptions that can detract from your ability to concentrate on the task at hand.
4. Ask questions: Don’t be afraid to ask questions if you are unsure about something. It’s better to clarify a detail than to make assumptions that could lead to errors.
5. Practice mindfulness: Be present and focused on what you are doing. Pay attention to the small details and be aware of any potential mistakes or oversights.
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The ability to prioritize is an amazing power that a project or a delivery manager has that can significantly impact our delivery management. There are some solid reasons why prioritization is essential. Some of them are:
Now, how can be focus on prioritization?
By embracing prioritization as a core skill, we empower ourselves to make informed decisions, manage our workload effectively, and ultimately deliver projects that exceed expectations.
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Question1 - 11 Sep 2023 A very senior member in my team, who has been a top performer for last 2 years has been going through a rough phase in personal life. His focus and performance has negative impact on the whole project. Management has asked me to remove him from the team and place him on bench. If I do that I know, it will disturb him more however if I don’t the project is suffering. What do I do?
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Question"],"reactions":[{"_id":"64ffef8df4452264604ddd16","userId":"64e7330f4559c173455e1f2a","reaction":1,"createdAt":"2023-09-12T04:56:45.097Z"},{"_id":"651539f80a0dcb588e0154f3","userId":"64a811b2b83c063ddfba51f7","reaction":1,"createdAt":"2023-09-28T08:31:52.868Z"}],"isActive":true,"userId":"64a7eb2a33619c70c793a784","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-20T00:00:00.000Z"},"personalInfo":{"name":"Prasenjit Bhattacharya","profilePic":"https://media.greatmanagerinstitute.com/profilePics/64a7eb2a33619c70c793a784/userProfile0e9338662c","company":"Great Manager Institute","gender":"Male"}},"_id":"64ffd5f2f4452264604dd1ff","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shruti Nair","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_6.png","company":"Great Manager Institute","gender":"Female"},"_id":"64a811b2b83c063ddfba51f7","managerInfo":{"communityBadge":[],"badge":[],"managerModerationStatus":"audit_in_progress","userType":"H","lastLogin":"2024-11-22T00:00:00.000Z"}},"isActive":true,"postId":"64ffd5f2f4452264604dd1ff","reactions":[],"thoughtText":"Great suggestions Prasenjit! Thank you for this.","timestamps":{"createdAt":"2023-09-28T08:33:54.694Z","updatedAt":"2023-09-28T08:33:54.694Z"},"userId":"64a811b2b83c063ddfba51f7","userType":1,"_id":"65153a720a0dcb588e0154f8"}],"visibility":2},{"timestamps":{"createdAt":"2023-09-07T07:03:22.990Z","updatedAt":"2023-09-07T07:03:22.990Z"},"postText":"Embracing the Solution Mindset: A Path to Project Excellence!","postDescription":"In the complex world of software development, success hinges not just on what we do but how we approach what we do. It's about cultivating a solution mindset that goes beyond the boundaries of tasks and timelines. It's about envisioning the big picture and crafting innovative solutions that propel us toward project excellence.
Each of us, from our talented developers and testers to our visionary project managers, business analysts, and UI developers, plays a pivotal role in making this mindset shift. Here's why it matters:
Let's shift our focus from tasks to transformative solutions, from completing projects to exceeding expectations.
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While discussing leadership issues with different level of leaders, I came across a common but very critical skill - Delegation.
Mostly it is observed in newly appointed or insecure leaders where they are not delegating tasks and ownership to team members - respectively, to avoid rework and risks (newly appointed ones) or to create dependency and self-importance. (insecure ones).
Delegation is one of the key skills which allows leaders a space to be creative for strategies, mentor juniors and prepare them for hard stuffs and situations, and to achieve autonomy in operations.
Rachel Turner has created this amazing delegation cheat sheet which helps leaders to delegate scientifically and effectively.
It covers:
- The 70% Rule of Delegation
- The Eisenhower Matrix
- Golden Rules
- Who, what, when
![](\"https://media.greatmanagerinstitute.com/communityUploads/64cb7b55a03f4e230b8affb3_16939958751221693903517055.jpg\")
Not delegating tasks and ownership to right people at right time makes a leader suffer in a long run!!!
![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c01159_1693982556457image.png\")
Hello Folks,
Often we wonder what exactly motivates people. While there are many but after through implementation I could bring it down to below. Try this and let me know the result!!
![](\"https://media.greatmanagerinstitute.com/communityUploads/647d8a2ceaefe4f750c01159_1693941586146image.png\")
Leadership is not merely about holding a position of authority; it is a profound responsibility that shapes the character of organizations, societies, and the world at large. One of the core attributes that define a truly effective and respected leader is ethical behavior. Ethical conduct is not a mere choice but an imperative that carries profound significance. In this article, we explore the importance of ethical behavior among leaders and the profound impact it has on individuals, organizations, and society as a whole.
1. Building Trust and Credibility: Ethical behavior is the foundation upon which trust and credibility are built. Leaders who consistently demonstrate integrity, honesty, and transparency earn the trust of their team members and stakeholders. This trust is invaluable in fostering productive working relationships and achieving common goals.
2. Setting a Moral Compass: Leaders serve as role models and influencers. Their behavior sets the moral compass for those they lead. When leaders uphold ethical standards, they inspire others to follow suit, creating a culture of ethics and values within the organization. Conversely, unethical behavior can quickly erode the moral fabric of an organization.
3. Long-Term Sustainability: Leaders who prioritize ethics understand that short-term gains achieved through unethical means often lead to long-term consequences. Sustainable success is contingent on ethical decision-making that takes into account the interests of all stakeholders, not just immediate gains.
4. Fostering a Positive Organizational Culture: Organizations with ethical leaders tend to have healthier, more positive cultures. Ethical leaders create an environment where employees feel safe, valued, and motivated to excel. This, in turn, leads to higher employee satisfaction, retention, and productivity.
5. Legal and Reputational Protection: Ethical behavior ensures that leaders and their organizations stay within legal boundaries. Leaders who adhere to ethical standards reduce the risk of legal entanglements and safeguard their reputation. In today's interconnected world, a tarnished reputation can have far-reaching consequences.
6. Decision-Making Integrity: Ethical leaders prioritize sound decision-making based on fairness, objectivity, and the greater good. They avoid unethical shortcuts or biased decisions that could harm others or the organization itself. Ethical leaders consider the consequences of their actions on all stakeholders and make choices that align with their values.
7. Nurturing Empathy and Compassion: Ethical leaders are often more attuned to the needs and concerns of their team members and society as a whole. They exhibit empathy and compassion in their interactions, recognizing the inherent worth of individuals and the importance of social responsibility.
8. Inspiring Loyalty and Commitment: Employees are more likely to remain loyal and committed to leaders who exemplify ethical behavior. When leaders show a genuine commitment to ethical principles, it fosters a sense of purpose and belonging among team members.
9. Global Impact: Leaders do not operate in isolation. Their decisions can have a global impact, affecting economies, communities, and the environment. Ethical leaders are mindful of their broader responsibilities and seek to contribute positively to the world.
In conclusion, the need for ethical behavior among leaders is not a matter of preference but a fundamental requirement for responsible leadership. Ethical leaders are not only more effective in achieving their goals but also contribute to the betterment of society and the preservation of moral values. As leaders, we must recognize that ethical conduct is not an option but an obligation that resonates far beyond our immediate sphere of influence. In a world that is increasingly interconnected and interdependent, ethical leadership is not just desirable; it is essential for a brighter and more sustainable future.
","bookmarksUsers":["651fee67856b96eb508616fe"],"tags":["Manager Mantras"],"reactions":[],"isActive":true,"userId":"6368ad15f8905e08caedf7a8","userType":1,"userDetails":{"managerInfo":{"communityBadge":[],"badge":[],"discount":{"code":null,"feature":null},"managerModerationStatus":"audit_in_progress","userType":"H"},"personalInfo":{"name":"Pradeep Thangaraj","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6368ad15f8905e08caedf7a8/2102282.jpgedee9f003c","company":"Movate","gender":"Male"}},"_id":"64f6a059c2cc7730d19d9732","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-09-01T13:17:48.226Z","updatedAt":"2023-09-01T13:17:48.226Z"},"postText":"The Power of Teamwork: Where Collective Wins Eclipse Individual Achievements! ","postDescription":"Taking care of Deliveries for some of the esteemed client’s digital transformation projects, I've had the privilege of witnessing countless projects take shape, fueled not by individual brilliance alone, but by the synergy of a cohesive team. Today, I want to emphasize the transformative potential of working collaboratively, where the success of the team triumphs over individual accomplishments.
In our dynamic industry, it's easy to fall into the trap of celebrating individual achievements. However, it's crucial to recognize that the most extraordinary feats in our field are rarely solo acts. They are the result of a dedicated group of individuals, each bringing their unique talents and perspectives to the table.
Why does teamwork reign supreme? It's because the sum is often greater than its parts. Collaborative efforts enable us to tap into a wealth of diverse skills, experiences, and ideas. They inspire innovation, promote adaptability, and foster a culture of continuous learning. When a team collaborates harmoniously, they overcome challenges more effectively, deliver superior solutions, and reach milestones that may have seemed overwhelming to individuals working in isolation.
So, to our exceptional leadership teams and aspiring leaders, let's remember that in the world of software development, we are only as strong as our collective capabilities. Let's nurture a culture where collaboration and teamwork take center stage. Together, we'll not only achieve great things but also create an environment where each team member thrives and where our organization stands as a beacon of success and innovation.
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Value:
Let your team know that you value knowledge sharing by actively participating in it yourself. Share your experiences, insights, and lessons learned openly to encourage others to do the same.
Create a Supportive Environment:
Foster a culture where team members feel comfortable sharing their knowledge without fear of judgment. Encourage questions, discussions, and the exchange of ideas.
Regular Team Meetings:
Organize regular team meetings where team members can share updates, challenges, and best practices. Use these meetings to discuss what's working well and to address any areas needing improvement.
Cross-Functional Collaboration:
Facilitate interactions between different departments or teams within the organization. Cross-functional collaboration exposes team members to diverse perspectives and promotes the sharing of specialized knowledge.
Knowledge Repositories:
Establish a centralized platform where team members can store and access resources, documents, templates, and best practices. This could be a shared drive, a project management tool, or a collaboration platform.
Mentorship and Peer Learning:
Encourage mentorship relationships within the team. Pair experienced team members with those seeking guidance, allowing for knowledge transfer and personal growth.
Lunch-and-Learn Sessions:
Organize informal sessions during lunch breaks where team members can share insights on specific topics. These sessions can be interactive and provide a relaxed environment for learning.
Recognition and Rewards:
Acknowledge and reward team members who actively participate in knowledge sharing. This could be through public recognition, small incentives, or opportunities for professional development.
Case Studies and Debriefs:
After completing projects or significant milestones, conduct debrief sessions where team members discuss what went well, what could be improved, and the lessons learned.
Regular Check-Ins:
During one-on-one meetings, ask team members about any recent insights they've gained or challenges they've overcome. This provides a platform for organic knowledge sharing.
Feedback Loop:
Create a feedback loop where team members are encouraged to provide feedback on processes, strategies, and initiatives. This not only improves knowledge sharing but also contributes to continuous improvement.
Celebrate Learning Moments:
Highlight instances where team members have applied shared knowledge to achieve successful outcomes. This reinforces the value of knowledge sharing.
Effective knowledge sharing is an ongoing effort that requires consistent commitment. By promoting a culture of open communication and collaboration, we can create an environment where learning and growth thrive.
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Working with teams in the software development territory and seeing my team gives solid quality deliveries, I've come to appreciate the profound impact of understanding body language even in the virtual sphere. While digital meetings lack physical presence, they don't lack the richness of non-verbal signals that can significantly shape the course of our interactions. A nod of agreement, a subtle change in facial or body gestures, or a confident posture – these seemingly small signals are instrumental in grasping the thoughts and emotions that words alone might not convey.
Why is decoding digital body language so crucial? It's because it fosters effective communication, builds deeper connections, and drives collaboration. Being adapted to these signals helps us gauge engagement levels, identify potential misunderstandings, and offer timely support. In a world where distance is measured in clicks, perceiving the unspoken empowers us to bridge gaps, prevent misinterpretations, and strengthen our virtual bonds.
So, as we navigate this exciting era of remote collaboration, let's not underestimate the power of digital body language. Let's strive to read between the lines of our screens, leveraging these insights to create more meaningful interactions. By embracing this skill, we're not just enhancing our virtual meetings – we're crafting an environment where understanding goes beyond words, driving our teams towards new heights of success!
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Listening can be a better tool than giving feedback.
Also, if you want to build trust in the team, Listening can be a good starting point.
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Today, I want to talk about a concept that has the power to transform how we approach project management: Total Ownership. As professionals, we often focus on our specific roles and responsibilities, but what if we took it a step further? What if we adopted a mindset of not just overseeing tasks, but truly owning the success of every project?
In my journey as a Delivery Manager, I've come to understand that Total Ownership goes beyond conventional project monitoring and control. It means proactively identifying challenges, finding solutions, and taking charge of the project's trajectory. But it's more than that – it's about being the bridge that connects teams, clients, and goals.
Total Ownership means keeping precise records of every conversation, decision, and agreement with the client. This documentation not only fosters clarity but also builds trust and accountability. Effective communication isn't just a checkbox; it's a cornerstone for strong relationships and successful projects.
And let's not forget the bigger picture. Total Ownership is about seeing beyond tasks and timelines. It's about aligning projects with client visions, going the extra mile, and adding value wherever possible. It's about being fully invested in project outcomes as if they were our own.
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Yes , Team and Teamwork is everything for Leaders!! You are happy when your team is happy!
Celebrated Birthday of Team Members on field to make them feel special and having memorable moment!
Small step towards more positive and productive culture!!
\"It's not You, It's not me…It's We
That will deliver , the World can See \"
#careforyou #Higherproductivity #Teambonding
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In the intricate tapestry of the professional world, teamwork stands as a foundational thread. It weaves together individual strengths, binding them into a robust fabric of collective achievement. Here are some thoughts on the profound importance of teamwork:
🤝 Teamwork amplifies individual strengths into collective achievements, enabling us to tackle challenges that would be insurmountable alone.
🎶 In the realm of teamwork, diverse talents converge to create a symphony of innovation, where each note contributes to the melody of success.
🚀 Teamwork empowers us to pool our knowledge, skills, and perspectives, transforming them into a force that drives progress and excellence.
💫 The beauty of teamwork lies in its ability to turn collaboration into a catalyst for growth, propelling us beyond our individual limits.
🤗 United by a common purpose, teamwork brings forth a synergy that nurtures creativity, problem-solving, and camaraderie among team members.
🔮 Teamwork is not merely the sum of individuals' efforts; it's the alchemy that transforms individual dedication into collective achievement.
🤗 The power of teamwork lies in its ability to share the load, leverage strengths, and celebrate victories as a cohesive unit.
🌟 In the tapestry of teamwork, each thread may be distinct, but together they weave a fabric of resilience and accomplishment.
🌱 Teamwork cultivates an atmosphere of support and collaboration, where shared successes are celebrated, and challenges are conquered together.
🚀 Embracing teamwork is recognizing that a collective effort often outshines individual brilliance, leading to solutions that are both innovative and impactful.
Remember, teamwork isn't just about enhancing productivity; it's about fostering a sense of belonging and accomplishment within a group. It creates an environment where diverse talents thrive, and together, we contribute to the collective success of our organization. Keep collaborating and achieving, team! 🌐🌟 #Teamwork #Collaboration #SuccessTogether\"
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Getting What Adaptability Means:
Adaptability means being able to handle surprises like a pro. It's like being a quick-change artist who can adjust plans, tactics, and even goals when things suddenly take a twist. In a team, being adaptable means, everyone is ready to switch gears and keep the team's big goals in sight, even when things get a bit crazy.
The Good Stuff About Being Adaptable as a Team:
1. Bouncing Back: Think of adaptability as your team's superhero cape—it helps you recover from setbacks faster. You stumble, you shake it off, and you're back on your feet, ready to take on the world.
2. Idea Magic: Being adaptable is like having a magic wand for creativity. When you're open to change, your team can cook up amazing new ideas and give different solutions a whirl. Who knows? You might just stumble upon a game-changing idea!
3. Getting Things Done Smoother: Imagine you have a puzzle, and suddenly, a few pieces don't fit as you thought they would. Being adaptable lets you shuffle things around and put the pieces where they fit best, making the whole picture come together smoothly.
4. Team Bonding: Ever been on a roller coaster with friends? Navigating change as a team is a bit like that—it makes you feel closer to each other. When you tackle challenges together, you build a stronger sense of teamwork and friendship.
5. Learning All the Time: Being adaptable is like having a never-ending school where you learn cool new stuff all the time. You're always picking up new skills and knowledge to stay ahead in a world that's always changing.
How to Embrace Adaptability:
1. Chit-Chat Time: Talk openly with your team about what's up, what's challenging, and what might be changing. Open chats build trust and help everyone get ready for any surprises.
2. Dare to Be Different: Ever tried something wild, like a new recipe? Being adaptable means being okay with trying something new, even if it doesn't always work out. Those \"oops\" moments can lead to some awesome discoveries!
3. Mix It Up: In your team, think of roles like costume changes in a play. Sometimes you wear different hats to match the situation. This keeps things fresh and helps everyone become more versatile.
4. Cheers to Diversity: You know how a mix of different ingredients makes a dish more exciting? It's the same with a diverse team. Different viewpoints and experiences make adapting easier and more fun.
5. Learning from Oopsies: If something doesn't go as planned, don't worry—it's just a chance to learn. Like figuring out why your cool science experiment didn't work, learning from \"oopsies\" makes you even better next time.
Team Leaders: Your Time to Shine:
Leaders in a team are like guides on an adventure. They lead by example, showing everyone how to roll with the punches. A good leader encourages everyone to grow, learn, and be cool with change. They make sure the team knows that mistakes are just steppingstones to success.
Conclusion:
Picture your team as a crew of explorers on an exciting journey. With adaptability as your trusty compass, you're ready for anything that comes your way—curveballs, surprises, and even the occasional plot twist. By making adaptability a part of your team's DNA, you're not just surviving change; you're thriving in a world that's always on the move.
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What is Morale of the Story ? What is your thought ? - Please comment.
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Implemented, the above technique. When I started using this technique, I realised, my team members took it in a positive manner & acted upon the same.
Regards,
Gaurav
","bookmarksUsers":["63d0cf5644240c58708138f8","651fee67856b96eb508616fe"],"tags":["Action Idea"],"reactions":[{"_id":"64e6486a4559c173455db9df","userId":"647df323eaefe4f750cd41ab","reaction":1,"createdAt":"2023-08-23T17:56:58.375Z"},{"_id":"64e86aceae3cb436d30b07f0","userId":"64a25defdd69773bff9076f4","reaction":1,"createdAt":"2023-08-25T08:48:14.869Z"},{"_id":"64ec57f91b3db2609b3bb287","userId":"6433b4d7fa0945275fdb0287","reaction":1,"createdAt":"2023-08-28T08:16:57.531Z"},{"_id":"64eda4fc87470276a308f188","userId":"647d8a2ceaefe4f750c01185","reaction":1,"createdAt":"2023-08-29T07:57:48.926Z"},{"_id":"64f57c28c2cc7730d19d5c34","userId":"62a09ee042dbea46abc6fc96","reaction":1,"createdAt":"2023-09-04T06:41:44.355Z"},{"_id":"64f61cbec2cc7730d19d79d5","userId":"647d8a2ceaefe4f750c011d9","reaction":1,"createdAt":"2023-09-04T18:06:54.970Z"}],"isActive":true,"userId":"647d8a2ceaefe4f750c01159","userType":1,"userDetails":{"managerInfo":{"badge":[{"_id":"65eecdf67470c22c47196d8d","badgeType":"GMC Certification","startDate":"2024-03-01T18:30:00.000Z","endDate":"2025-03-31T18:30:00.000Z","certificate":true,"url":"certificate/647d8a2ceaefe4f750c01159/3714","score":"92.5"}],"communityBadge":[],"userType":"H","managerModerationStatus":"audit_in_progress","lastLogin":"2024-04-15T00:00:00.000Z"},"personalInfo":{"name":"Gaurav Gupta","profilePic":"https://media.greatmanagerinstitute.com/profilePics/647d8a2ceaefe4f750c01159/Gaurav%2035x45.jpg950bef2afb","company":"Schindler","gender":"Male"}},"_id":"64e445e24559c173455d4891","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2023-08-22T03:21:15.611Z","updatedAt":"2023-08-22T03:21:15.611Z"},"postText":"Nurturing Collaboration: A Catalyst for Agile Success! ","postDescription":"In the dynamic realm of technology and innovation, success is often fueled not only by ground-breaking ideas but also by the spirit of collaboration and transparency.
I firmly believe that fostering an environment where teams collaborate openly can lead to astonishing outcomes. When we choose involvement over escalations, we not only expedite the decision-making process but also cultivate a culture of trust and shared responsibility. Every perspective and idea is a valuable piece of the puzzle, and by coming together, we create a complete picture that propels us forward.
In my journey, I've witnessed how collaboration blazes a trail for innovative solutions and accelerates task completion. When leaders and teams work cohesively creativity flourishes. Instead of resorting to misinformation or false feedback, let's remember that transparent communication is our most powerful tool. It ensures that our collective efforts are aligned and focused on achieving the organization's goals.
So, let's champion collaboration as a means to amplify our potential within our team and organization. Let's value diverse perspectives, respect each other's expertise, and transform challenges into opportunities through shared knowledge. Together, we can navigate complexities, seize possibilities, and lead our organization into a future of unrivaled success!
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1. We can create an engaging learning content that introduces a topic directly related to our regular working areas.
2. This content will provide valuable insights, best practices, and practical tips that can be applied to our day-to-day tasks.
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Do we even realise or know what someone may be going through outside of work….
Show kindness. Be patient. Slow down.
This whole “gimme results or I’ll find someone else who can” culture we’ve created sucks.
We are not robots on some linear path that’s always “up and to the right”
We go through sh*t.
There are valleys.
There are peaks.
We are human.
Let’s work alongside one another.
Let’s build each other up.
Let’s care more about the person than the job.
If your peaking right now use that energy to lift someone up!
They need it!!
Also, your valley may be just ahead…
So treat people with the love, compassion, and patience that you want to receive!
❤️❤️❤️
Business is not just about business.
Business is about people.
And people are not perfect.
You are not perfect.
Let’s remember that.
Question:
As a senior leader should I not focus on results? My board is going to be unhappy if employee engagement is low, but my job will be at risk if business performance is low. Help!
Mentor:
You seem to be the horse driving the “business” cart. As a leader, your business performance will always be sub-optimal if you are the one driving all tasks. This is because your time will be a limiting factor. Instead, identify those in your team who can take more responsibilities, recognize, and encourage them. Spend more time coaching those who need help. Do not hesitate to let go of people in case they are misfits (always with care and respect).
One principle I keep in mind is “Employee = Customer”. While my employees are as important as my customers and I will try to always show my respect, I will sometimes make changes to my talent deck just as I would to my customer deck by inducting more promising customers.
In short, creating the right culture by building confidence in your team is the horse. Business results follow. Focusing on business results by reducing the confidence of your people is like putting the cart before the horse.
Prasenjit
Great Manager Institute®
Apnamentor.com will be a weekly column where I answer questions asked by managers in this community. You can write your questions to zeenat.vakil@greatmanagerinstitute.com Please note names of managers will not be disclosed.
The 3Cs (Collaborate, Coordinate & Communicate) are the core of project management, which is followed by most of the project team for a successful project management life cycle.
While Collaboration is not a easy task, many teams are learning to enable entire team to work together through the entirety of the process. It is very strong process which allows team to become more productive & more aware of each other's perspectives, needs & timelines.
Coordination is a process with highly diverse set of internal & external stakeholders. It is daily work of managing team's projects, keeping the project on track & ensure everything come together on time on budget.
Proper Communication is a part of art & science for allowing project to progress smoothly and to be complete on time. It ensures team members are aligned on project goals and understand exactly what is expected from them.
Any organization is more distributed around the world if Collaboration, Coordination and Communications is properly implemented.
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Conversation with the team in the right way .
Proper feedback given/taken
Identify the gaps apply the trainings
Give feedback in written and ask for improvement .
Fix the time period to implement action plan.
Action plan should be measurable.
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Teamwork plays a pivotal role in achieving shared goals and fostering a harmonious work environment. Here are a few lines that emphasize the importance of teamwork:
Remember, teamwork not only enhances productivity but also fosters a sense of belonging and accomplishment within a group. It creates an environment where diverse talents thrive and contribute to the collective success of an organization.
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The activity execution will go like this. Including manager, each team member would be given a chance to choose a topic (Professional/soft skill) and give presentation to entire team. This helps to share the knowledge and improve the soft skills (Facing audience, presentation skills etc.,).
Also, at the end of the presentation, every audience must ask a question or provide feedback on the presenter. This also helps in overall development of team in terms of sharing knowledge as well as improving soft skills.
I am implemented this with a customized logo, and I am getting very positive feedback from my team. Try this out and give me feedback.
![](\"https://media.greatmanagerinstitute.com/communityUploads/63d78da0e07be85eed974248_1690981254206image.png\")
Happy sharing and learning!
Thank you :)
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As the industry navigates through the challenges posed by competition, attrition, and at times strained relationships among colleagues, it is essential that we embrace empathetic leadership as a guiding principle within the organization and team. Empathy is the cornerstone of building a supportive and compassionate work culture, where each individual feels understood, valued, and connected.
Empathetic leadership fosters trust and strengthens the bonds between team members, resulting in improved collaboration and communication. When leaders empathize with the struggles and aspirations of their team, they create an environment where employees feel safe to share their concerns and ideas openly.
Furthermore, empathetic leaders are better equipped to identify and address the root causes of attrition, providing a proactive approach to retention and employee satisfaction. By showing genuine care and understanding, leaders can support their team members during challenging times, enhancing their overall well-being and job satisfaction.
Ultimately, the benefits of empathetic leadership extend beyond individual contributions. It leads to a more harmonious and cohesive organizational culture, enabling us to navigate the ever-changing business landscape with resilience and unity. Let us strive to be empathetic leaders, empowering our teams to thrive, and cultivating an environment that nurtures trust, creativity, and long-term success.
By my personal experience, trust me, together, we can foster a culture of empathy that not only transforms our organization but also leaves a positive impact on the lives of our team members.
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Team members should not hesitate to ask necessary questions during client calls. This not only resulted in delays but also led to misaligned expectations.
Proactive questioning is a game-changer. It helps us uncover crucial insights, clarify requirements, and identify potential issues before they escalate. By actively engaging in meaningful conversations with our clients, we demonstrate our commitment to delivering exceptional software solutions.
When we ask proactive questions, we experience a range of benefits. It ensures clear and accurate requirements, early issue identification, improved communication and collaboration, timely problem resolution, and ultimately, heightened client satisfaction and retention.
Let's make proactive questioning a priority in our client engagements. By actively seeking clarification and aligning our understanding, we foster stronger partnerships and drive successful project outcomes.
A good leader should have integrity, self-awareness, courage, respect, empathy, and gratitude. They should be learning agile and flex their influence while communicating and delegating effectively.
As a good leader, I always feel that every leader should possess these qualities.
1. Integrity
2. Delegation
3. Communication
4. Self-Awareness
5. Gratitude
6. Learning Agility
7. Influence
8. Empathy
9. Courage
10. Respect
1. Integrity
Integrity is an essential leadership trait for the individual and the organization. It’s especially important for top-level executives like us who are charting the organization’s course and making countless other significant decisions.
2. Delegation
Delegating is one of the core responsibilities of a leader, but it can be tricky to delegate effectively.
3. Communication
Effective leadership and effective communication are intertwined. The best leaders are skilled communicators who are able to communicate in a variety of ways, from transmitting information to inspiring others to coaching direct reports.
4. Self-Awareness
While this is a more inwardly focused trait, self-awareness and humility are paramount for leadership. The better you understand yourself and recognize your own strengths and weaknesses, the more effective you can be as a leader.
5. Gratitude
Being thankful can lead to higher self-esteem, reduced depression and anxiety, and better sleep. Gratitude can even make you a better leader.
6. Learning Agility
Learning agility is the ability to know what to do when you don’t know what to do. If you’re a “quick study” or are able to excel in unfamiliar circumstances, you might already be learning agile
7. Influence
For some people, “influence” feels like a dirty word. But being able to convince people through the influencing tactics of logical, emotional, or cooperative appeals is an important trait of inspiring, effective leaders. Influence is quite different from manipulation, and it needs to be done authentically and transparently.
8. Empathy
Empathy is correlated with job performance and is a critical part of emotional intelligence and leadership effectiveness.
9. Courage
It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to a direct report, or flag a concern for someone above you.
10. Respect
Treating people with respect on a daily basis is one of the most important things a leader can do. It will ease tensions and conflict, create trust, and improve effectiveness.
Once in his early days in a interview with Senior Leadership, Satya Nadella was asked, Imagine you see a baby laying on the road and crying what do you do? to which he replies, I will call 911.
Post the interview, while walking out, the senior manager put his arm on young Nadella and said, “You need some empathy man, if the baby is crying, you need to pick up the baby”.
Now that's the change and then comes this great lines.
‘In today's knowledge society, the mind may proudly ask. What is greater than knowledge? To which the soul responds with a whisper. A heart that can see and care.’
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1. Build strong relationships: Take the time to build strong relationships with your team members. Get to know them personally, understand their strengths and weaknesses, and show genuine interest in their professional growth and well-being.
2. Set clear expectations: Clearly communicate your expectations regarding goals, performance standards, and deadlines. Ensure that everyone on your team understands what is expected of them and what success looks like.
3. Provide regular feedback: Offer both positive and constructive feedback to your team members on a regular basis. Recognize their achievements and provide guidance for improvement when necessary. Make feedback a two-way conversation by also being open to receiving feedback from your team.
4. Delegate effectively: Delegate tasks and responsibilities to your team members based on their strengths and development areas. Trust your team to deliver quality work and provide them with the necessary support and resources to succeed.
5. Encourage professional development: Support your team members' professional growth by providing opportunities for training, skill development, and career advancement. Help them set goals and create development plans that align with their aspirations and the needs of the organization.
6. Foster a positive work culture: Create a positive and inclusive work environment where employees feel valued, respected, and supported. Encourage collaboration, teamwork, and open communication among team members.
7. Lead by example: Be a role model for your team by demonstrating the behavior and work ethic you expect from them. Show integrity, professionalism, and a strong work ethic in your own actions.
8. Be a good listener: Actively listen to your team members' concerns, ideas, and suggestions. Create a safe space where they feel comfortable sharing their thoughts and opinions. When appropriate, incorporate their input into decision-making processes.
9. Handle conflicts effectively: Address conflicts and disagreements among team members in a timely and constructive manner. Act as a mediator and help facilitate resolution while ensuring fairness and maintaining a positive team dynamic.
10. Recognize and reward achievements: Acknowledge and appreciate the hard work and accomplishments of your team members. Publicly recognize their achievements and provide meaningful rewards or incentives to motivate them further.
Remember, being a great manager is an ongoing process of learning and adapting. Continuously seek feedback, reflect on your own performance, and make adjustments as necessary to create a productive and engaged team.
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This is why employee recognition programs have become a standard throughout the business world. Unfortunately, not everyone is aware of the psychological effects of recognition and how it can impact your bottom line.
As stated by Dale Carnegie, “People work for money but go the extra mile for recognition, praise, and rewards.”![\"Showing](\"https://www.oak.com/media/0xmayquv/employee-appreciation-2.jpg?width=760&height=506&mode=max\")
Thanks
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They want to understand why people are the way they are, and this desire helps them become great leaders who are able to connect with many types of people and adapt their style depending on who they are interacting with. ![\"Leadership](\"https://www.lpcentre.com/article_header_image/Empathetic%20Leadership1_1662038365.jpg\")
Mr. Rasheed Ogunlaur below lines, highlights the importance of Empathic leadership.
“The only way to change someone’s mind is to connect with them from the heart.” –By Rasheed Ogunlaur
Thank You
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Leading by example is a leadership style where you model the behavior you want to see in your team members. When you lead by example, you don’t just push team members towards excellence—rather, you actively demonstrate that excellence. Leading by example is the difference between saying, “You can do this” and “We can do this together.”
It has been rightly said by Cory Booker \"Leadership is not position or a title; it’s action and example.”
And my personal favorite
This article compiles a roundup of effective management practices that can help managers excel in their roles and drive team success. It offers a comprehensive overview of key strategies, insights, and tips from experienced leaders and management experts.
Read more here: https://uptickapp.com/blog/what-great-managers-do-round-up
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1688372331843Screenshot%202023-07-03%20134825.png\")
The article emphasizes the importance of understanding individual communication preferences and tailoring approaches to suit different personalities. It explores strategies for creating a safe and inclusive communication environment where employees feel comfortable expressing their thoughts and ideas.
Read more here: https://uptickapp.com/blog/effective-communication-strategies-for-employees-who-wont-engage
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1688372159167Screenshot%202023-07-03%20134433.png\")
Great leaders get great performance out of ordinary people,
Only those who think & believe in progress can push for progress.
Praising people in a great way to make them confident,
think positively & achieve more.
we work best, when motivated, when we enjoy our work.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1688109984338traits-characteristics-of-a-good-leader-center-for-creative-leadership.jpg\")
Sometimes, the best advice you can receive as a first-time manager is what not to do. IMD Professor George Kohlrieser gives his top ten list of blunders to avoid. From not building relationships, being unavailable, and avoiding giving feedback, this article gives managers an edge by avoiding these common leadership pitfalls.
Read more here: https://www.imd.org/research-knowledge/leadership/articles/10-people-mistakes-leaders-make
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_168810615006820220914-R_K-10-people-mistakes-leaders-make-720x560x2-SG-comp.jpg\")
Learn to trust your team, don't be a micro-Manager. Delegate effectively but give them freedom to fail too.
In a fast-changing world, leaders need to be agile. They should be ready to unlearn to learn.
In the new era to be refreshed frequently. Leaders should also be more curious or risk getting dated quickly.
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“When we tell people to do their jobs, we get workers. When we trust people to get the job done, we get leaders.” Simon Sinek
The most influential businesses encourage every employee to take on leadership roles because one of your first responsibilities as a leader is to help your team become leaders.
If you are comfortable with people in your organization coming to work every day, doing the same mundane task for 5, 10, or 15 years with no self-development, you are not a leader; you are an average manager at best. What separates average companies from great ones is their ability to build a leadership culture that cultivates great leaders throughout their organization.
It’s not about maintaining followers; it’s all about cultivating and developing a new generation of great leaders, inspired and motivated to make a difference in the lives of the people they are entrusted to serve.
One of the essential aspects of leaders is to know how to manage self. In this aspect its important to introspect and know self. Some of my learnings from the leadership coaching.
An inspirational leader is someone who aligns their values with initiatives that create passion and enthusiasm in employees. The inspiration these kinds of leaders provide motivates their employees to act in a way that promotes personal and organizational growth and development.
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A true leader must know the way, go the way & show the way !!
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Most of the time we are so busy looking at our speedometer that we forgot the milestone.
— Anonymous
Good leader always knows and shows the way.
Summary outcome: No Micro management.
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listening more is a key to take command of any situation whether it is professional or personal. It is the most underrated thing that almost all are lagging in these days. Slowly and steadily the world around us is turning impulsive which certainly is diminishing the sense of listening more !!
It's good to be vocal but it is always wonderful if being vocal is well amalgamated with a spoonful of listening .
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Interpersonal skills:-
To lead a team, you'll need to earn the respect of your colleagues. To do this, you must know how to deal effectively with people.
Communication and motivation:-
As a team manager, you're the line of communication between frontline staff and senior management. You'll need to establish a trusting relationship with employees, so they feel comfortable sharing information with you, and vice versa. Having an open-door policy or weekly or monthly team meetings should facilitate this.
Planning and strategic thinking:-
It's a manager's job to think of the bigger picture, so as well as focusing on today's tasks and responsibilities, you'll also need to plan for the future. As a strategic thinker, you'll encourage innovation and change to make your team and the organization as a whole more productive and profitable.
Problem-solving and decision-making:-
You'll be tasked with spotting and solving problems on a daily basis in a managerial position. This requires outstanding attention to detail and the ability to remain calm under pressure. To ensure that your team is productive and that the workflow runs smoothly, you'll have to think on your feet when problems arise. Creative thinking will help you to come up with innovative solutions that minimize the impact on your team and the business.
Mentoring:-
If you've reached this senior level, you have a repertoire of experience, knowledge, and skills, and it's your job to pass this knowledge on and share your skills with others.
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Employees must be comfortable with each other and work in unison towards a common goal.
An individual cannot remain tightlipped and work for infinite hours, he needs people around to talk to and discuss his ideas.
The team leader or the manager plays an important role in promoting healthy relation at workplace.
It is important that the team leaders understand their team members well.
Try to find out their interests and what all they expect from the organization. While developing their KRAs it is always better if the team leader calls everyone and invites suggestions from them.
A team leader should be a role model to his/her team members. He/She should treat each and every individual as one and avoid partialities at work.
Do not give anyone a special treatment just because he drops your son to school every day or says a yes to whatever you say.
The superior must not act pricy and should always be accessible to his employees.
The individuals must have the liberty to walk up to their immediate bosses in case of a doubt and clear things. The hierarchy should not be too complicated as it leads to confusions and disputes among employees.
The manager must ensure that all important communication takes place on an open forum for everyone to get a common picture.
As a team leader it is one’s prime responsibility to encourage healthy competition at work.
Make sure all your team members take their lunch together and you are also a part of it.
!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
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A leader is best when people barely know he exists. When his work is done, his aim fulfilled, they will say: we did it ourselves.
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Employees want to know that their opinions and insights are being heard.
Take the time to focus on your employees and what they are saying. Ask for their insights if they don’t readily offer them. When you get valuable feedback, make a conscious effort to take action based on it. This will show your employees that when they speak up, they can make a difference in their working environment
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reveals it's brightest shine…\"
Unbound
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(few others like, taking credit for the work never done by them)
One sign of a wonderful Manager
they saw you at your worst and still choose to support you for your success.
Courtesy: Ankur Warikoo
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Ironically, many aspiring managers do not care to dig deep and find out what makes a good manager.
The reason why I say that is because one of the qualities of a good manager is to keep a fine balance between employees’ needs and requirements, business goals, and their well-being and aspirations.
Another essential quality of good managers is that they don’t serve everything to their employees on plates. Rather, they develop and fine-tune their skills in a way that they can resolve the trickiest of situations on their own.
As the American proverb puts it, “Arrogance is a kingdom without a crown.” Hubris has always been one of the main causes of conflict and grief. Arrogant managers think that since they are in charge of their teams, it’s because they are more skilled and competent than others. Such managers tend to show their supremacy to their subordinates from time to time.
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Learning is common to both.
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We have an Engagement Team that spreads across the cluster West & East. We meet monthly & take out monthly Collage of activities across the cluster. This month we have added a new feature “INSPIRE” that includes a story/journey of employees of UBL.
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Monthly one session with team members to listen to their findings about me; unfulfilled expectations; how to drive in a better way; team harmony and action plan to solve it in quick time.
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Read one article yesterday and noted down many leadership strategies. It was a Good revision and helped to spend my weekend having some new additions to the leadership learning bucket :) But few point were still unresolved and stuck in my mind again and again. To clear that when I look around different books and study materials online, it's still not clear and haven't got a convincing answer for the same.
~ Are leaders born or made or Can Leadership Skills Be Learned Or Are They Innate?
~ Is Leadership situational ?
Feel free to add your thoughts on the same. Online studies and books I have already gone through but still looking out for some solid points to prove this :)
L – > Lead by Example
E – >Energetic
A – >Ambitious
D – >Dedication
E – >Empathy
R -→ Responsible
S -→ Soft spoken
H → Honest
I → Innovative
P --> Passionate
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Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others
Leading a team by example and making them feel comfortable that you are the one who will always stand with team not only in good times but in bad times also , is the best quality of a great leaders.
I believe , every Good people manager leaders should know his team not only at work but also there should be empathy and personal connect with team members because at the end We all are human and working together with personal bonding will results in good productivity at work and bond will get more stronger :)
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Read more here: https://www.hrbartender.com/2013/leadership-and-management/6-qualities-in-a-leadership-role-model/
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Engaged employees are more productive, satisfied, and committed to their work, leading to improved overall organizational performance. This article highlights ten habits that great managers employ to foster employee engagement, ranging from providing regular feedback and recognition to fostering open communication and creating a positive work environment.
Read more here: https://www.hrbartender.com/2016/leadership-and-management/10-habits-great-managers-use-engage-employees/
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Gain valuable insights into common biases that can impact performance evaluations. Biases, whether conscious or unconscious, have the potential to distort assessments and hinder the growth of individuals and teams. This article provides an in-depth exploration of five prevalent biases, along with practical strategies to overcome them. By understanding and addressing these biases head-on, you can promote a more objective and equitable performance appraisal process.
Read more here: https://www.hrbartender.com/2013/training/overcoming-5-common-performance-appraisal-biases/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685710657235appraisal_bias-1.png\")
Discover valuable insights and practical tips to navigate performance discussions with confidence. Whether you need to address areas for improvement, provide feedback on achievements, or set goals for future success, this article offers a step-by-step guide to conducting productive and meaningful conversations.
Read more here: https://www.hrbartender.com/2013/employee-engagement/how-to-have-a-performance-conversation-with-an-employee/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685710578837Performance-Coaching-Featured-Image.jpg\")
From creating mentorship programs to organizing training sessions, this article offers actionable suggestions that can help you create a culture of continuous learning and professional development.
Read more here: https://www.hrbartender.com/2016/career-development/10-activities-encourage-employee-development/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685710277881Employees-Development.jpg\")
Whether you're new to leading a team or simply looking to enhance your skills, this article offers practical tips that can help you set clear expectations, provide constructive feedback, and foster a culture of continuous improvement.
Read more here: https://www.hrbartender.com/2015/recruiting/10-performance-management-tips-for-the-first-time-supervisor/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685708762349performance-management-cover.png\")
Whether you're new to managing a team or simply seeking to improve your hiring skills, this article offers practical guidance that can help you attract and select top talent. From establishing clear job requirements to conducting effective interviews, these tips will empower you to make informed decisions and build a strong team.
Read more here: https://www.hrbartender.com/2017/recruiting/10-recruiting-tips-first-time-managers/
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This article highlights seven essential things new managers should do within their first six months. Backed by research and years of managerial expertise, these recommendations serve as a compass, guiding new managers through the initial challenges and helping them establish themselves as effective leaders.
Read more here: https://www.hrbartender.com/2015/strategy-planning/7-things-new-managers-should-do-in-the-first-6-months/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_16856972036351597379917497.jpg\")
This article explore a timeless piece from HR Bartender, originally published in 2014, that provides invaluable tips for first-time supervisors. Drawing on the expertise of seasoned professionals, these tips are designed to help you successfully navigate the initial stages of your supervisory journey and lay the groundwork for long-term leadership success.
Read more here: https://www.hrbartender.com/2014/training/10-tips-for-first-time-supervisors/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685696944309Supervisor-Office-Desk.jpg\")
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Whether you're looking to enhance your managerial prowess or gain a deeper understanding of what it takes to lead a team, this article serves as an indispensable resource for managers at all levels of their careers.
Read more here: https://www.hrbartender.com/2017/recruiting/10-basic-skills-every-manager/
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The best is yet to come = it means much better things are still ahead as you continue with your life…
Regular team huddles are carried out among the team members , so that leader can understand their difficulties ,grievances they faced during the implementation stage & regular feed backs are also taken from the members.If they fail to achieve their goals for the first time , then repeated actions carried out on that problems until they could not reach their successful destination for the best outcome.
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Read more here: https://asana.com/resources/how-to-delegate
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1685452135154How-to-Delegate-1.jpg\")
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Collective empowerment fuels high-performing teams, fostering collaboration, innovation, and shared success. By cultivating trust, inclusivity, and shared ownership, individuals are motivated to contribute their unique talents, creating a ripple effect that positively impacts organizational culture and productivity.
![](\"https://media.greatmanagerinstitute.com/communityUploads/63c79745f8be0569e16d378e_1685093221598collectiv.PNG\")
A \"high-performance work team\" refers to a group of goal-focused individuals with specialized expertise and complementary skills who collaborate, innovate and produce consistently superior results. The group relentlessly pursues performance excellence through shared goals, shared leadership, collaboration, open communication, clear role expectations and group operating rules, early conflict resolution, and a strong sense of accountability and trust among its members. This article explores: Factors required for a high-performance work team. Common stages of team development. Causes of team dysfunction. Primary types of teams organizations establish to achieve specific work goals.
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Read more here: https://www.forbes.com/sites/jeffschmitt/2013/02/19/12-ways-to-be-the-leader-everyone-wants-to-work-for/?sh=5ae6409721ed
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1684813757059Leadership-Adobe-1000x500.jpeg\")
This insightful piece offers valuable reflections and actionable insights for managers and leaders seeking to create an environment conducive to exceptional teamwork.
Read more here: https://www.imd.org/reflections/high-performing-team/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_16847398210716179a7629252c27dffc3d66e_shutterstock_1308880855-1024x686.jpeg\")
A cohesive and high-performing team is the backbone of any successful organization. However, even the most talented individuals can fall victim to inefficiency, low morale, and a lack of productivity, resulting in a poor-performing team. When a team's performance is subpar, it not only impacts the team members themselves but also has far-reaching consequences for the entire organization. This article offers guidance to leaders, managers, and team members on how to diagnose the issues plaguing a poor-performing team and implement effective solutions.
Read more here: https://www.liveabout.com/how-to-fix-a-poor-performing-team-at-work-4110024
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1684481736936poor-performance-team.jpg\")
Creating a culture of winning is not a one-time effort but an ongoing journey. It requires dedication, perseverance, and a willingness to adapt and evolve. Whether you're a coach, a manager, or a team member aspiring to foster a winning culture, this article will provide you with actionable insights and strategies to transform your team's potential into tangible success.
Read more here: https://www.risely.me/how-can-you-create-a-culture-of-winning-as-a-team/
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1684395184820ColorMag-Featured-Image-18.png\")
In today's diverse workplace, it is increasingly common to find intergenerational dynamics at play. As organizations strive for inclusivity and diversity, managers often find themselves facing the unique challenge of supervising employees who are significantly older than them. This situation can present distinct hurdles that require tact, empathy, and effective leadership skills.
In an era where age is no longer a barrier to professional growth and career advancements, it is essential for managers to adapt their management styles to foster a harmonious and productive work environment. Recognizing the importance of bridging the generation gap, this article presents seven valuable tips to help managers successfully navigate the complexities of managing employees who are older and more experienced.
Read more here: https://www.mediabistro.com/climb-the-ladder/managing/7-tips-on-managing-an-employee-whos-significantly-older-than-you/
![](\"https://media.greatmanagerinstitute.com/communityUploads/64636a32ea52f75e81240c79_1684337367232manage-your-elders.png\")
Being a part of a rapidly growing organization can be a valuable experience for learning to be a strong manager.
I define Strong Managers as people that understand the Execution Excellence model and can deploy the right Execution Excellence model to the right execution context (mostly about projects, initiatives, new implementation) so things would happen smoothly without lots of surprises.
Strong Managers are the people that can guarantee delivery and outcome of many things.
Execution Excellence which is the critical requirement of a Strong Managers and Execution Excellence has aspects like Problem Understanding, Alignment in Decision Making , execution approach, decisions, action items, timeline, and priorities , Progress Visibility
Personally, I deeply believe in Execution Excellence is one of the top skillset of Strong Managers and leadership.
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Read more here: https://snacknation.com/blog/how-to-be-a-good-manager/
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In an era where lifelong learning and agility are paramount, managers have a unique opportunity to guide and support their team members in their career journeys. By assuming the role of a mentor, managers can offer personalized guidance, share insights, and facilitate the acquisition of new skills and knowledge. This article explores the critical elements of successful manager-to-mentor transitions. From developing strong relationships built on trust and mutual respect to honing essential mentoring skills such as active listening and providing constructive feedback, these strategies serve as the cornerstone of fruitful mentoring experiences.
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1684139079899A-managers-guide-to-matching-employees-with-the-right-mentors-640x302-2.png\")
Behavior = Communication
Communication = What you said ?
= How you said ?
= What you did ?
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Note - By implementing these strategies, you can increase employee engagement, job satisfaction, and loyalty, which will ultimately lead to higher retention rates
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Read more here: https://peoplemanagingpeople.com/personal-development/deal-difficult-team-members
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1683884030188iStock-1279198130.jpg\")
Leadership is not just about taking charge; it's about knowing how to distribute responsibilities effectively. Delegation plays a pivotal role in enabling leaders to optimize their time, enhance team productivity, and foster a culture of trust and collaboration. This thought-provoking article explores the art of delegation and its profound impact on leadership success.
Read more here: https://www.businessnewsdaily.com/8643-leader-delegation.html
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1683783978028What-is-delegation-1024x847.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/63c79745f8be0569e16d378e_1683722804502Capture.PNG\")
The Key to Cohesion and Success. The foundation of any successful organization is built on strong teams. Developing effective teams requires clear communication, defined roles, and shared goals. By investing time and resources in team development, leaders can build cohesive teams that are empowered to achieve success together. Here are some key tips for building and maintaining strong teams that can thrive in today's competitive business environment.
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Read more here: https://www.entrepreneur.com/leadership/how-to-successfully-manage-and-resolve-conflict-on-your-team/416254
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1683710642810Conflict-in-teams.png\")
Communication is one of the major concerns in the workplace. Creating and maintaining a positive work environment is what means effective workplace communication.
Communication in the workplace is one of the signs of a high-performance culture. Exchanging information and ideas within an organization is called workplace communication. However, effective communication occurs when a message is sent and received accurately. In every aspect of life (both professional and personal), effective communication is important to success and happiness. Effective communication in the workplace Opens a new window is central to all business goals.
Why is communication so important in the workplace?
One of my personal all time favorite quotes.
![](\"https://media.greatmanagerinstitute.com/communityUploads/63d78da0e07be85eed974270_1683627238781Quote.jpg\")
As hybrid work arrangements become more common, managers are faced with the challenge of effectively managing teams that are split between working remotely and on-site. While there are many benefits to this model, such as increased flexibility and improved work-life balance, there are also unique challenges that must be navigated. In this Enterprisers Project article, the author explores 7 best practices for managing hybrid teams. These practices are based on insights from experienced managers and industry experts and are designed to help leaders successfully manage their teams in a hybrid work environment. From setting clear communication guidelines to leveraging technology to stay connected, these tips offer actionable advice for any manager looking to optimize their hybrid team.
Read more here: https://enterprisersproject.com/article/2021/8/hybrid-work-7-best-practices-manage-teams
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1683623395308Oct20_08_1183766151.jpg\")
As globalization continues to bring together people from diverse cultures, managing multicultural teams has become increasingly important for businesses to achieve success in today's global economy. However, leading a team of individuals from different backgrounds and cultural values can present unique challenges and complexities that can hinder productivity and effectiveness. In this article published in Harvard Business Review, the author explores the key issues and practical strategies for managing multicultural teams, including building trust, resolving conflicts, and promoting communication. The article also provides insights on how leaders can leverage cultural differences to enhance team performance and achieve greater success in a multicultural workplace.
Read more here: https://hbr.org/2006/11/managing-multicultural-teams
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1683544676456SEPT15_03_182253106.jpg\")
FIRST CONNECT THEN CORRECT
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Anyone can become a better manager with the right mindset and approach. The article \"How to Become a Better Manager\" provides a comprehensive guide to help managers improve their leadership abilities and enhance their team's performance. Published on the Harvard Business School Online blog, this article draws on insights from industry experts and provides practical tips and strategies for improving management skills. Whether you're a seasoned manager or new to the role, this article offers valuable advice for anyone looking to enhance their leadership skills and achieve greater success in their career.
Read more here: https://online.hbs.edu/blog/post/how-to-become-a-better-manager
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\"Success isn't about never falling, but rising every time we do. Learn from mistakes and grow stronger.\" #inspiration #motivation
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Whether you are a seasoned manager or new to the role, these tips will help you improve your leadership skills, build strong relationships with your team, and create a more positive and productive work environment.
Read more here: https://lattice.com/library/6-people-management-tips-that-will-make-you-a-bette
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Employee attrition is a growing concern for many organizations, and it can be costly in terms of time, money, and productivity. HR leaders play a critical role in managing employee retention by creating a positive work culture and environment. This article discusses three key actions that HR leaders can take to reduce attrition and retain top talent. From fostering a culture of employee engagement to promoting open communication, this article offers practical tips and strategies to help HR leaders address employee attrition and build a strong and loyal workforce.
Read more here: https://www.greatmanagerinstitute.com/resources/three-things-hr-leaders-can-do-to-reduce-attrition
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I wanted to do something with my team that will help them deal with stress better, will make them more mindful and eventually improve their focus and productivity. I brought up the idea of doing a weekly guided meditation session with my team. I was sceptical of how they will take it. To my surprise, they all welcomed the idea and now look forward to it :)
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Appreciate your team for smaller achievements, they will improve your ability to take higher risk… continue this journey till you achieve your final GOAL.
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There is no scientific formula for what makes a good leader, only a belief in your own ability as well as the ability of your followers to be successful. Use all these community and guidance to fine-tune our style and create an impact on the team we work with. Let us create our own style of leadership with all available learning.
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The above line state the everythings about Team Work…………..
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Read more here: https://www.gallup.com/workplace/321074/perks-and-challenges-of-management.aspx
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1681890697916people-management-strategies.jpg\")
Motivation – The ability to push your people above and beyond impossible tasks.
Self-Awareness – Knowing yourself is key to understanding your impact on others.
Time Management – If you are not in charge of your day chaos will follow in your wake.
Focus – Leaders have a hundred and one priorities – deal with the ones that matter most.
Responsibility – Being a leader is the ultimate responsibility. Can you handle it?
Organization – When you have a team, you have countless spinning plates to keep in the air.
Consistency – People will trust you when you deliver on a consistent basis.
Honesty – If you are honest you will be followed.
Listen To Others - \"What can I do? What can I change?” listen to what others have to say.
Delegation - Delegate certain tasks to others and focus on higher-value activities.
Leadership Approach: Leading from the front (a visionary leader), from within (a purpose-led leader), from beside (a collaborative leader), from behind (a servant leader) or from in the field (an intuitive leader).
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As a leader, I realize that there are no bad teams, only bad leaders. Always try to encourage your team members even they failed to achieve the goal by trying hard labour. After falling one day they became a successful leader. This will be the booster dose for them.
If they could not achieve their goal ,the leader could not be said good, only we can say bad leader…..
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Here, I am suggesting connecting with team with 80:20 rule. I am doing this with a name called “KNoW break” where each member will speak on \"K\"ing's day, “No”t okay day, \"W\"hat I can do for you?.
Having this discussion with team members during lunch makes more memorable yielding good results. We click a selfie post discussion. During this, 80% of the time will be spent to share personal front and 20% on professional including me.
This serves not only “Just connect” but also helps in building trust and relationship in long way to have effective team performance as it is having defined purpose.
Try it out and share me if it worked for you.
Thank you.
![](\"https://media.greatmanagerinstitute.com/communityUploads/63d78da0e07be85eed974248_1680764434113image.png\")
A person who feels appreciated, will always do more than expected. Managers must appreciate people for the good work they do. Intrinsic motivation is a powerful tool to encourage, inspire and develop sense of belongingness to the team member.
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We are interdependent
We need each other
We can learn from each other
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If you have children you know that each one is very different, even though they grew up in the same environment.
Your children turned out the way they are in spite of you, not because of you!
Why is there so much pressure on managers to engage teams?
Why are team members not trained on how to be engaged and inspired?
What do you think?
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Every person has their own intricacies. Using the strengths of each individual will help employers put each employee in the situation that utilizes their strengths. In the end, employees look like a star, which in turn, motivates them to work even harder, all the while, pushing the company’s bottom line higher and higher.
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Organisations with higher levels of employee wellbeing report lower levels of absenteeism, presenteeism, and work related errors. Fun at work is a key element of employee happiness.
Research has shown that happy people tend to be healthier, more inspired, productive and satisfied in their job.
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Organizations need both functions to succeed. They properly communicate goals in their writing, speaking and presenting.
Successful managers accurately assess a situation before taking an action to get a positive result, such as using data to determine problems or opportunities.
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Managers need to do a balancing act. They need to meet organizational goals without jeopardizing the work environment.
Let’s look at responsiveness as a Mantra for Managerial Success and derive the desired results.
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So change your thoughts to change your reality which again nothing but your Personality.
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--Howard Schultz
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The managerial role is like a bridge where you have to make a strong bond with the need of a team and the expectation of the company. We always listen that leader and manager are different words but do they actually differ? Well in my carrier as a team leader I never do any differentiation because until and unless you don't understand the gap , whatever you do is all go to vain.
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This worthy read also sheds light on the four foundations of success and ways that the leader can measure the team's effectiveness and asses the areas of improvement for her/his people.
https://hbr.org/2016/06/the-secrets-of-great-teamwork
Ravan's brother Vibhishan has a problem. While he helped the \"righteous\" side win, almost nobody names their son Vibhishan!
Why?
We survived as a race because we were loyal to our family, tribe, community ….. It is hard wired in our unconscious brain.
This loyalty gave us reciprocal security, love, and even care when we were down.
Evolutionary biology requires thousands of years to hardwire a behaviour in our unconscious brain.
Is there loyalty to an Organization?
Can it give reciprocal security, love and care when people are down? (like a family). And can it do so for thousands of years?
It is funny when people take a 200 year old concept like an \"Organization\" and ask if loyalty is dead?
Instead, ask if there are people who are loyal to you, who will come to your support when you need them.
Loyalty is hardwired. The concept of an \"Organization\" is not.
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A good leader is someone who is able to inspire and motivate others, and to provide guidance, support, and resources to help them achieve their goals.
Team Motivation for Goal Setting.
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#trust #leadership
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#motivation #greatlearning
We as a team can acheive more than I as an individual can contribute.
Simple formula : Many I's become We = We become team
As a Team Please Rock always
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Also, this will help you to revive all old FC's.
Best of luck 👍👍
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As part of the GMI intervention it helped to discuss and agree on the areas of learning for team member & self. Follow up on through actions for the same with the required interventions required like self-learning, trainings, reading & teach back. It is equally important to continue with assessing through a 360 feedback on each others' progress periodically !!
Setting myself up and the team member to \"grow together\" !!!
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A manager should be able to explain what exactly needs to be done. He should also provide a few thoughts on how to achieve this goal and ask team members what they feel about it and any ideas they have.
This will increase active participation in your meetings, and your team will also begin to take ownership.
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The simple key to make this happen would be to identify skills & competencies of each individual required to perform on their job. Let them introspect their competencies of their role, and rate each one on the basis of proficiencies such as: basics, intermediate, proficient, advanced skills.
once mapped, they should sit with their managers to discuss their development areas. One the approach to improve team's skills would be to encourage the team to take up assignment / projects that is challenging which requires skills with higher level of proficiencies.
For eg: if an individual lacks “presentation skills” and is scaled at “intermediate skill proficiency” while he/she should be at “proficient skills\" since their role demands it. They should be encouraged to start presenting within a small teams and gradually move it up to broader audience. Unless teams are not put into situations ‘to perform’ they will always remain in their comfort zones. However, it is very important that their managers give them a secure zone to perform with an unwritten trust factor that they have their team's back if any situation goes out of hands unexpectedly.
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Empathy is one of the most powerful Manager Mantras. Having worked at different levels before becoming managers, we understand the necessity to treat our team mates the way we would have wanted to be treated by our managers in the past. No qualitative work can ever be accomplished without displaying true levels of empathy. Getting to understand the issues faced by our colleagues and extending unabated support helps strengthen dedication and ownership among staff members. This value of reaching out to one another percolates through various layers of staff community. The result - A powerful community empowered to work in unity. This empathy breaks the barriers of limiting to just work environment. It truly enables our staff to develop meaningful, supportive relationships even outside the work environment. Empathy then, becomes the culture and a way of life for everyone exhibiting it and experiencing it.
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Like all year end we spend a few minutes, some a few hours introspecting, rewinding how it all went, and some deciding to turn over to a new leaf, to hit the gym or quit smoking !
This programmed plan, will work for some and will weather away for many.
Reason - in matters related to personal improvement or betterment, it cannot or must not be based on peer pressure or herd mechanism. It must come natural and must be genuine.
New year doesn't mean beginning of the year, it means a new beginning this Year! and that could happen anytime in the year, not on 1st Jan alone. I want to think different this year and act more in sync to my gut. I will learn and practice questioning and reasoning my gut feeling.
Most importantly I will try to find meaning and purpose in every little thing I do this year. This year I try to find myself all over again!
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Follow us on the journey of Gagan Arora, Founder and CEO at Vertex Group, and one of the Top 100 Great People Managers of 2021 by Great Manager Institute®, in conversation with Prasenjit B, Co-Founder and CEO at Great Manager Institute®, as they talk about some of his practices to be a great and reliable leader in a workplace!
Read this exclusive story on GMI today! 👇🏼
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1672657790332In-Talks-With-Gagan-Arora-Creative-1024x576.png\")
While everyone is reminiscing the year that has gone by and pondering what the next year should look like, there is one thing that managers and leaders need to bring more awareness to : confirmation bias and the need for more awareness around it.
Your mind constantly seeks proof that will confirm your beliefs. That is why it’s important to be aware of your beliefs. This awareness can play a positive role in a managers life. This applies a lot to the way they perceive their team members.
The best description I have come across is on Britannica.com. Confirmation bias is the tendency to process information by looking for, or interpreting, information that is consistent with one's existing beliefs. This biased approach to decision making is largely unintentional and often results in ignoring inconsistent information.
There are three types of confirmation bias :
This happens quite often at the workplace, where people look for evidence that confirms what they already think is true. For eg. A manager may like someone in their team and will then only look for information that supports their liking or may not like a person and then constantly look for things that confirms that belief. They then start putting evidence to it and this then extends to building stereotypes and using personal biases when assessing information.
We have come across examples of such bias across industries. A chef is expected to be large bodied, women in high paying jobs to be aggressive, men not to be care givers, so on and so forth. This happens because humans are constantly looking for evidence that confirms what you already think is true, rather than considering all of the evidence available. Relying on stereotypes or personal biases when assessing information can lead to affecting people in the wrong way.
How can a manager not allow this to happen :
Confirmation bias can lead people to make poor decisions because it distorts the reality from which we draw evidence.
Build awareness towards this and set yourself up for success in 2023.
Wish everyone a great year ahead !
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The year 2022 is coming to an end and year 2023 is dawning, Thanks a lot for your engagement and amazing posts through out the year, I am glad to be part of this community of managers from varied industries and experience. I can count on all of you when I need any suggestions, fresh perspectives, ideas or thoughts and can leverage your expertise & experience. Thanks a lot for your inspiration and support through out the year.
Wishing you and your family Happy Holidays and Jovial, Healthy and Prosperous New Year!!
![\"Thanks\"](\"https://www.charities.org/sites/default/files/styles/large/public/2020%20Holiday%20Thank%20You%20Card%20wintery%20bottom-%20newsletter.jpg?itok=-a7gUBt6\")
A manager can act as a rescuer in a variety of situations, depending on the needs of the team or organization. Some examples of how a manager can act as a rescuer might include:
While it can be helpful for a manager to act as a rescuer in certain situations, it's important to strike a balance between providing support and empowering team members to take ownership of their work and find solutions on their own.
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Having observed that live it triggered a thought that within our teams there are many such hidden backbones or pillars who contribute for success of team or projects and as a manager or leader it's our responsibility to recognize and appreciate them. Hope this thought triggers such reflections and help you recognize such stalwarts in your team. Did you also have similar realizations or lessons? Feel free to share your thoughts on same, looking forward for the Final, Cheers!!
![\"Recognizing](\"https://blog.bonus.ly/hubfs/AdobeStock_268973968.jpeg\")
It's near to year end and Christmas bells are already ringing, we celebrate Christmas by doing below things:
How does your team or organization celebrate Christmas? Any new or creative ideas for this year?
![\"Christmas\"](\"https://cezannehr.com/wp-content/uploads/2020/12/Five-reasons-managers-need-to-lighten-up-at-Christmas@0.5x.png\")
![\"Christmas\"](\"https://d39eo07iavn1vt.cloudfront.net/Live/InstantPrint/Blog/Entry%20Images/4ca68b73-48fa-4666-acb7-07974ec3009810-Christmas-Themed-Activities-for-Your-Workplace.jpg\")
In every work or task, we should try to find the element of fun or joy, if we find it then work or task would feel just like a game that you want to play every day. Having fun at work eases the pressures of deadlines, creates team bonding, inspires creativity and sense of belonging. Here are somethings we do at work to make it fun and exciting:
I am sure all of you are having fun at work with your team in your own ways, do share your creative practices that makes work fun for you and your team.
![\"How](\"https://empmonitor.com/blog/wp-content/uploads/2021/10/how-to-make-work-environment-positive-1024x576.png\")
In this crazy competitive world, where all things calendared are meticulously met! A place where all things organized applauded and recognized ! We tend to miss out and not take note of the little things along the way… things that seems to have made the change! I think its so much more important to slow down once in a while … give your mind, thoughts and motion a momentary pause to enjoy, savor the present space.
Best example - Saudi Arabia beat Lionel Messi's Argentina 2-1 in FIFA World Cup 2022
![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_16693716207995f93c3af8fc11b8f44136eda19627d3d7b324ab3.jpeg\")
It's football fever again and I assume some of you would be watching or following it curiously. I watched few football world cup matches this week and was amused at loss of Argentina to Saudi Arabia & Germany to Japan, though Argentina and Germany played brilliantly and had good possession and more chances to score they ended up on losing side that triggered some reflections and thoughts:
Nothing in this world is achieved by a single individual, an individual with the right amount of drive and attitude can achieve greatness but at some point, they have had the support of a team be it their parents, friends, coach or peers, when people work together, they can achieve great things.
Did you also learn something from such matches or football as whole? Feel free to share your thoughts on same, Cheers!!
![\"Arab](\"https://cloudfront-us-east-2.images.arcpublishing.com/reuters/WOCKCB352RP55JULENI4XSSIH4.jpg\")
Our research into the Great Renegotiation highlighted how much employees value reliability, support, welcomeness, and inclusivity from their colleagues.
Tag a coworker that you appreciate and share why below👇🏽
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1669271056233960x0.jpg\")
Being a part of a team and feeling support from your teammates is one of the best feelings at work. With the right team dynamics, decisions, and diverse personalities in place, everyone wins
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How are you doing in your teams?
#women #workplace
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1669098825042images%20%285%29.jpeg\")
Fatigue and burnout are real! The journey of fulfillment is never about the destination and is indeed a long and sometimes an exhausting and tiresome one! Taking breaks to relax and introspect is invaluable. Moving, achieving, pushing oneself is important but at the same time taking mindful breaks is even more important for one's own health and well being. It is not a sprint rather a marathon- find ways to restore the energy you need to remain invested, focused and fit for the race! Take care of yourself to take care of others…
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A. Online Learning
B. Hands-on tasks
C. Academic allowance
D. Internal training
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I had an opportunity to converse with Industry HR leaders on moonlighting & sharing my two cents:
#Moonlighting has always existed in different industries but never really addressed or spoken about.
#Education industry say teaching in college, school & coaching centers or shift jobs or part time jobs to support family incomes have always prevailed but never discussed or spoken about until recently.
Conversations around Moonlighting have moved to day light with #IT industry people taking up multiple assignments with two or more organizations simultaneously. But with #Wipro, and a few others, laying off people due to moonlighting has triggered a lot of conversations & the views are clearly divided. Some data which has been shared highlights reasons like: Additional income, learning, growth, building up alternate career options, etc. Even reasons like boredom, lot of additional time on hand have been stated as causes for taking up external assignments.
Two key take away for me from the conversation:
#Transparency & #Trust are the key levers to drive culture of the organization & the immediate reporting manager plays a key role. If we can drive this open conversations within the organization this can be addressed to some extent. While preventive documentation in the form of non compete, NDA & COC have always existed in all big & small organizations, key would be communication, clarity & transparency.
Also, if #managers along with HR can create growth & learning opportunities within the organization then this can be curtailed. Rewards & Recognition for the additional work/ projects that a team player has contributed to will also help generate better growth paths, additional incomes, learnings, etc. for the employee.
One shoe might not fit all, hence this must be analyzed at a granular level beyond Industry, organization, division & team segregation.
The intent is not to trigger another debate but purely to share some interesting solutions that were discussed during the conversation.
Thanks to all the industry veterans who participated in the discussion and helped each other gain different perspectives on this critical issue
Reward yourself for the progress you've made this week!
From all of us at Great Manager Institute, we wish you a restful and pleasant weekend ahead🤗.
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1668764674384Instagram-Post-Ideas.png\")
As we know \"health is wealth\", If we are healthy both mentally and physically higher are then chances to live longer. It would be in best interest to inspire our team and colleagues to live a healthy lifestyle, it would make or work fun and work-environment merrier. Here are somethings we practice and inspire each other to live healthier:
![\"7](\"https://www.albawaba.com/sites/default/files/im_new/Sama%20al%20Kurdi/7TipsMaintainHealthyLifeStyleWorkplace-shutterstock-03Apr22.png\")
How do you inspire your teams or colleagues to live healthier? Any ideas or thought or experience that you would like to share on same?
Cheers!!
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We want to know, what is the one quality that you think would make someone a great leader? Let us know in the comments below 👇 if you have something else in mind, and tell us why you chose that particular quality!
A. Resilience
B. Empathy
C. Humility
D. Others (comment below)
#managementdevelopment #Leadership
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These two really epitomize what competition should always mean - fair play, compassion, humility, respect within the four corners of the court and outside. In rivalry, one needs to rise up to celebrate and cheer for the opponent's success and acknowledge their efforts, even if the outcome is failure. And when the strongest competitor bids farewell, that priceless emotion and tear is worth a million unsaid words. Success is in earning, sharing, and taking along and holding on to your toughest competitor. #success #respect #worthamillionwords
#collaboration #trust #ruleofthegame
![](\"https://media.greatmanagerinstitute.com/communityUploads/63493da3c85c717af8f34f0f_16686596889961664076015186.jfif\")
...doesn't always link up with performance' - teachers know this, of course. Everyone has SOMETHING to contribute AT THEIR OWN PACE and in their own way. ALLOWING things to unfold naturally takes great heart, but is rarely recognised. It takes as long as it takes - it's the 'infinite game'..
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![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1668424432437FIBksQBWQAQQUKk%20%281%29.jpeg\")
Which type of thinker are you?
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What was the secret of his successful leadership ability? What are some of the leadership lessons we can learn from this gentleman? How did he Inspire?
Please do read my article, 'Romance of Leadership - The Mahiway' published in Your Story.com
https://yourstory.com/mystory/romance-leadership-mahendra-singh-dhoni
#management #leadership #Inspiration
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Leadership is what EntreLeadership and Ramsey Solutions infographic clearly shows below: influencing, vision, listening, empathy, etc…
Sure as a manager or supervisor you must do these things for success. But look at those skills - you don’t have to have the title to exhibit those skills. You can be a leader without the title.
In fact doing so will make you a better human.
So today, let’s listen first. Let’s praise your colleagues, spouse, kids. Let’s cast a vision for that project you are working on.
Now go do the right thing.
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1668410451130Screenshot%20%28193%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/620d39ea7da41677a2686a45_1668270085128IMG-20220911-WA0080.jpg\")
What's all your take is perseverance is the key to success or is it something else. Plz do respond with a rief explanation..
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The definition of “old” can be various things within an organization and not always the outdated technology or brand. We can do below things to increase connection
According to me making connections within the team helps in building trust, to collaborate and work smoothly together. Hope you are making connections within and outside your team, Cheers!!
![\"Harnessing](\"https://cascadebusnews.com/wp-content/uploads/2020/02/Harnessing-the-Power-of-Human-Connection-at-Work.jpg\")
How are you connecting with your team?
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![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16680592007661667854024310.jpeg\")
\"Most often, the selection or promotion of a candidate for a position is based on the candidate's performance in their current role, rather than on abilities relevant to the intended role. Thus, employees only stop being promoted once they can no longer perform effectively, and managers rise to the level of their incompetence\".
The other day I bumped into an old friend from college at the airport. It was such a pleasant surprise to meet him after almost 20 years. Though we had texted occasionally, we never really had a chance to meet up. It was such a refreshing thing to happen as we excitedly exchanged pleasantries and caught up about the good old days…
Read the article,
https://ceoworld.biz/2022/11/02/leaders-a-product-of-peters-principle/
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How do you choose which one to sign on with? 🤔
Let us know what would be the tipping point if ever you were in this situation (or faced it before)!
A. Work Culture
B. Limited Career Progression
C. Low revenue
D. Bad Leadership
E. Others
#culture
“Tell me and I forget, teach me and I may remember, involve me and I learn.”– Benjamin Franklin
Great Manager Institute works with subject matter trainers to create companies with Great People Managers. These trainers come with a wide range of expertise like Personality Development, Leadership traits, competencies to enhance effectiveness and learning spaces at organizations.
More stories #ComingSoon!
#GreatPeopleManager #GreatPeopleManagers #OrgDevelopment #Leadership #People #WorkplaceCulture #EmployeeHappiness #LeadershipDevelopment #GreatLeaders
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1667891058830GMI%20Trainers%20-%20Key%20Visual.png\")
“Open and honest conversations result in business growth”, says Andy Ponneri, one of the #Top100 #GreatPeopleManagers of 2021 by Great Manager Institute®, and Senior Vice President at Synchrony.
Read this story today: https://bit.ly/3TZfzYx
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16678142725011%20%289%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16678142769572.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16678142821523.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16678142961184.png\")
Union Bank of India has launched a men-focused committee called ‘EmpowerHim’, which will help the employees in growing their career trajectory and improving diversity in the organisation. It will focus on handling some of the diversity challenges on an individual basis as well as at the group level. The HR initiative is part of the company’s HR transformation programme, called ‘Prerna’. Earlier, in in July, the Committee also launched ‘EmpowerHer’, a women- focused employees’ committee. The HR-transformation programme, ‘Prerna’, aims at enhancing productivity through digitalisation of processes, employee centric interventions and learning intervention within the banking space.
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1667802738312download%20%282%29.jpeg\")
So, you have an extra hour in the day. 🤨
What do you do with it?🤔
Hustle with that extra hour, or have that long-awaited nap?😎
Tell us in the comments!🗨️
If you could have one extra hour, what would you do in it?
A. Sleep
B. Work
C. Learn Something new
D. Don't want one
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It is mostly believed that the differences between generations are dramatic. Every generation have inculcated values based on their varied experience. For e.g., Traditionalist grew up in most difficult times (due to world wars), while Generation Z has never known life without a computer, nor the internet. For such reasons it's important to consider how these differences affect the way we manage each generation. One of the relatable examples to consider is about digitalization, i.e. Generally, the Baby boomers and Generation X find it difficult to make changes or adapt to new technologies like moving to digital medium may be because for them stability is priority whereas Generation Y and Z are very enthusiastic for digital medium may be because they are eager to prove themselves by doing interesting work.
![\"Managing](\"https://www.bscai.org/Portals/0/Photos/Contractor%20Connections/Main%20Graphic_Generational%20Differences.jpg?ver=2017-10-31-084942-223\")
I think Managing across generations is about understanding everyone as individual and recognizing everyone on your team is a unique individual in their own life stage rather than generation difference. We all experience the same desires, stresses, and pains, eventually we want the same thing that is to be valued and appreciated. If we can help our team do that, we can overcome almost all generational differences. Take time to build rapport, connection and learn more about each team member so that we can help them get what they need and in return it would maximizes their attitude and performance.
We can be a great manager regardless of our age and the generations of people we manage, if we execute right practices in consistent way.
Let me know what you think about managing different generations and what practices you use to manage it.
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The human brain is such that it tends to think negatively in the absence of information.
I was facilitating two CDI Talk 2 sessions yesterday and today for a client who is going through wave 3 of their intervention with us at GMI this year. In CDI Talk 2 the participants share more about the changes they are seeing in their teams as a result of their action plans to connect, develop and inspire.
In both the sessions a number of managers spoke about the changes in their team post their initiative to pro-actively connect with the team members, know about them and share information and updates with them regularly. Some of these practices have had quite an interesting names in the past years - “Process ki Taaza Khabar” and “Hafte ka Hafta” from the client in the services sector I was facilitating for the last two days and another practice called as “Baat karke to dekho” from a client last year from the manufacturing sector.
They also shared the impact of all these action plans on attrition. Attrition had come down fro 40 to 15% for one of the participants yesterday and from 11 to 4.2% in the last quarter for another participant today. Engagement scores went up from 10 to 20% and the like.
As I listened to the stories from the managers at the present client, I happened to remember two things which I shared with the batch today.
For one, Simon Sinek rightly says in his book ‘Leaders Eat Last’ that the primary function of a leader is to create psychological safety for everyone in the team such that they find it safe to be vulnerable to share concerns and ideas as well as ask question in case of doubt and uncertainty.
The second thing is what you find in the screenshot I have attached with this write up. It's from a gentle, quiet, wise neighbour of mine with a unique way with words as you can see in the screenshot. He is someone who believes he can repair everything except broken hearts!
In the image, he has shared a simple and profound truism about life and people: Baat karne se baat banti hai. Baat na karne se baatein banti hai.
Even though the beauty of the message is in the way it is created in Hindi and it may be lost in translation, I will however still attempt a translation: Things happen when you communicate. Gossip happens when you don't communicate.
And Possip is what happens when people have positive things to talk about.
So, here's to more of possips in your teams and about you such that there is only one whatsapp group between you and your team members.
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1667395805674Baat%20karne%20se%20baat%20banti%20hai.jpeg\")
PS: Possip is a word I learnt from Nithya Shanti.
/\\
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![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1667377965282Screenshot_20221101-135559.png\")
“I believe that each team member should be given a voice and a way to contribute to the success of the organisation”, says Deepa Bhushan, one of the #Top100 #GreatPeopleManagers of 2021 by Great Manager Institute®, and Director at CP Goenka International School.
Read this story today: https://bit.ly/3W7xuhh
#Top100 #TopCompanies #GreatPeopleManager #GreatPeopleManagers #WorkplaceCulture #WorkplaceWellbeing #WorkplaceCultureMatters #LeadershipDevelopment #GreatLeaders #EmployeeValues #ThoughtOfTheDay
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16672886205171%20%288%29.png\")
What did you do to celebrate festivals with your teams?
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1666940299777IMG-20221019-WA0003.jpg\")
The mindset of continuous learning and growth enables success. One must always learn and adapt and to do so it is important to cultivate growth mindset.
One can understand one's own mindset by asking some questions like below:
Based on your answers you can take help of below image and understand your own mindset, the beauty of it is by doing such exercise you might know where you and if it's not where you desire to be then you can always transition based on the situation.
![](\"https://getlighthouse.com/blog/wp-content/uploads/2015/10/fixed-growth-mindset-2-better.jpg\")
In today's everchanging world, having growth mindset would be quite helpful to all to progress in life. I always use it to identify mindsets of me as well as my subordinates and it helps me to allocate relevant work and align their goals, hope it helps you too :)
Feel free to share your thoughts on same.
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- Jack Dorsey
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Why do you think it’s important build workplace relationships?
A. Improves creativity
B. Improves productivity
C. Improves employee morale
D. Others (please share it in thoughts)
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In our series \"Your Employees Are Leaving Because of You\", we are sharing ways in which India's Top 100 Great People Managers of 2021 by Great Manager Institute® are reducing attrition.
Find out how Abhishek Mandal, one of the #Top100 #GreatPeopleManagers of 2021, and Executive Vice President at Lodha , make his workplace safe and productive with genuinely happy and satisfied employees. Read this exclusive story on GMI today! 👇🏼
https://bit.ly/3TAdS3t
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16667641444721%20%287%29.png\")
Why do you need this model?
Because it is so so easy to miss the forest for the trees. We often only look at the org from our own narrow point of view. For example, if you ask the marketing team what is the biggest problem the org needs to solve, they would say that marketing budgets are not enough or something like that. But if you ask a sales/operations/product team, they will have a very different answer.
This model helps you build a near-exhaustive view of organizational incentives and helps you manage people and resources accordingly.
The model offers 4 distinct but interrelated frames that you as a manager can use to aid your decision-making within the org.
#work #manager #decisionmaking #develop
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1666678385260Screenshot%20%28185%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1666514849117IMG-20221020-WA0009.jpg\")
In her book “Drawing on the right side of the brain\", an American artist Betty Edwards asked people to draw human sketches. This was a group of people that was perceived to be “bad at art”.
After training them for a few months, the quality of sketches improved 5X. Google it, if you don't believe me.
Artistic ability or creativity is not magic. Drawing requires one to simply “observe” well. Being able to perceive edges, spaces, contours and shadows - can come naturally to some, while can definitely be acquired through practice by the rest.
Hence, just because someone can do something with little or no training, doesn't mean that others can't do it (and sometimes do it better), with training!!
As a manager, I realised that people can acquire skills over time and stereotyping them as “creative or not\", is actually very limiting for me and the team.
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\"We started to travel to strategic places to get inspiration; we started recognising the sales process and launched quarterly awards renaming them after our gallant medals\", says Atul Barjatya, one of the #Top100 #GreatPeopleManagers of 2021 by Great Manager Institute®, and the Director, Head - Channel Sales, Research Solutions, at Merck Group.
Read this story today here:https://bit.ly/3gkkvIq
#Top100 #TopCompanies #GreatPeopleManager #GreatPeopleManagers #WorkplaceCulture #WorkplaceWellbeing #WorkplaceCultureMatter s #LeadershipDevelopment #GreatLeaders #EmployeeValues #ThoughtOfTheDay
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16663407749601%20%286%29.png\")
We all want to be productive, reaching our goals and completing our bucket list. We tend to think of productivity as a measure of quantity. The more stuff we get done, the more productive we feel. But sometimes being productive is more about substance than volume and also idea of getting more things done hinders creativity and productivity indirectly, I believe we can practice below points to boost our productivity and creativity:
Do let me know how you boost your creativity or productivity?
![\"Creativity](\"https://images.ctfassets.net/gg4ddi543f5b/4DZD8CDOeDPP3Nr5rP7Vwp/e9af88a94f8526bed3ae0310cb3a8de0/creativity-1__1_.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1666244922145The-empathetic-leadership-matrix.jpeg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1666171855123WhatsApp%20Image%202022-10-19%20at%202.58.50%20PM.jpeg\")
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A. Morale support
B. CV/Cover letter
C. Interview Guidance
D. Opportunities Tracking
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Find out what measures were taken to ensure that his employees were safe in COVID times and what was done to ensure the delivery of promises to customers.
Click here to read his full story: : https://lnkd.in/dzExKECg
#Top100 #TopCompanies #GreatPeopleManager #GreatPeopleManagers #WorkplaceCulture #WorkplaceWellbeing #WorkplaceCultureMatters #LeadershipDevelopment #GreatLeaders #EmployeeValues #ThoughtOfTheDay
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16659891934201%20%285%29.png\")
Although you not receive result but keep trying. You will get surely positive results.
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Do you also follow such practice or how do you handle it?
![\"Minimize](\"https://forummagazine.org/wp-content/uploads/2022/06/GettyImages-522148401.jpg\")
In this celebration of leaders making it to the list of the #Top100 #GreatPeopleManagers of 2021, we are extremely delighted to have Anu Aggarwal a part of this list. A Bollywood actress of the 90s, a supermodel, and now the founder of a non-profit organisation Anu Aggarwal Foundation. What principles or methods did she employ to make it to this list?
Click here to read her full story: https://lnkd.in/dtBGBFKy
#GreatPeopleManager #EmployeeHappiness #Hiring #Team #WorkCulture #JobSatisfaction #Organization #LinkedInLife
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16656458910341%20%284%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_1665642447781new_pj_image.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_166556942596131/.png\")
I have Select to Tribhuvan-148200 Ek Din Ka Captain hand over one data collect of OTC data combine of all branches same he was collect all data facing to marge data for combining he call me and understood the how can combine data. I was guide and complete
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Here is a snapshot from one of the sessions led by our trainer Deepika on how you can build High Trust-High Performance culture in your team
Curious to know more, write to us in comments
#peoplefirst #culture
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1665473491959IMG_20220922_092958__01.jpg\")
I-O-T-N-B-O or It's okay to not be okay, is a practice where atleast once every week, I ask each team member on how do they feel (okay/not okay). Usually this is after a tough feedback/steep deadline or anything else that may make a person not feel great.
The intent is not to get into solution-ing, but to simply hear them out. At times I ask them on what could have been done differently, and they have their own answers. Sometimes it's just about listening to them.
This practice has helped me listen better to their challenges and also create a safe environment, where it's okay to share insecurities, mistakes and misses.
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A. Self-review of your annual goal sheet with hits and misses B. Review by peer - to give you an outside-in perspective of what your goal sheet looks like, to an outsider. This can cover points that should be stressed upon, some achievements that could be highlighted better C. Review by the manager (the last step)
I have particularly found peer reviews to be useful for young colleagues. Particularly if it's their first appraisal, there's a tendency to feel stressed or confused. Buddying them up makes the process seamless and also helps them learn from the experience of their peers.
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Click here to read his full story: https://lnkd.in/dCcFBKvS
#GreatPeopleManager #EmployeeHappiness #Hiring #Team #WorkCulture #JobSatisfaction #Organization #LinkedInLife
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16654021511861%20%283%29.png\")
As a manager, you may have employees who experience mental health difficulties.
Here are some ways which as a manager you can help take care of mental wellbeing of your team members:-
How are you taking care of yourself and your team members mental health?
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1665388146760images%20%283%29.jpeg\")
Most often we look for answers. If we look for relevant questions however, they may guide us to the answers, sooner. One such question that has influenced my everyday, was proposed by venture capitalist and professional coach - Jerry Colonna
“How are you complicit in creating the conditions you don't want?”
What questions are you asking yourself everyday to be better Managers & individuals?
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![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1665132395809WhatsApp%20Image%202022-10-07%20at%2011.36.16%20AM.jpeg\")
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What's more important to you?
A. The impact you have at work
B. Your growth and development
C. A flexible career path
D. Others (share it in the comments)
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Below are some practices I follow and also propagate team to follow:
I share the graph that can be used as a measure to identify where we are as a team and where we should reach our ultimate goal would be to have effective collaboration which is possible only if everyone participates and it would help team to manage disagreements themselves as well.
Do you also follow such practices? Can you share your tips and thoughts on other way to manage disagreements effectively?
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Explore this new leadership style adopted by Praveen Nair, one of the #Top100 #GreatPeopleManagers of 2021, and the Founder and MD of Xcubated Business Solutions.
Click here to read his full story: https://lnkd.in/dcsJ5cWS
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16650358879281%20%282%29.png\")
#GreatPeopleManager #Leadership #People #Work #Culture #WellBeing #Hiring #Management #Attrition #HR #CHRO #CEO #GreatPlaceToWork #GreatResignation
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![](\"https://media.greatmanagerinstitute.com/communityUploads/60e48bccadadff38bfad69ea_1664944017391Mimetic%20Desire.jpeg\")
A. Passion
B. Curiosity
C. Integrity
D. All of the above
E. Any other
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1664881172304images%20%281%29.jpeg\")
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One quarter just ended and another got started.
Its time for feedback and emotions affected by the the way you give feedback. Here are some tips for giving an effective feedback:-
Let us know how do you have feedback conversation with your team members
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16648625528138%20smart%20ways%20to%20collect%20customer%20feedback%20%5Binfographic%5D.jpg\")
Its the quarter end, when the business impacts are measured and judged along with the team members performance. Success and failures are evaluated and you might have got bias towards outcomes/quantifiable results.
However, don't forget to appreciate people even if they failed, even if they couldn't make it to top performers because remember everyone wont win the race but efforts are gone to survive the race
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_1664858129453Screen-Shot-2020-02-19-at-3.08.30-PM.png\")
Great Manager Institute® is proud to present the story of Deepak Khetrapal, one of the #Top100 #GreatPeopleManagers of 2021, and Managing Director and CEO at Orient Cement.
Orient Cement is one of the most efficient producers of cement in the country. It has also seen improvement in its trust and pride scores amongst its employees.
What methods or principles did Deepak implement for the business to succeed and ensure employee happiness at the same time?
Find out by clicking here: https://lnkd.in/dgfVqaRD
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16647812279351%20%281%29.png\")
Last week, I read a book called “Talent Code” by Daniel Coyle. Some interesting learnings:
![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_1664608016324Screenshot%202022-10-01%20at%2012.35.40%20PM.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6253aeb7801bb06258c07389_16645337884741.%20LinkedIn%2C%20Facebook%2C%20Twitter%20%281%29.png\")
At the start of this year, we announced the most coveted list of people leadership in India - #Top100GreatPeopleManagers and #TopCompaniesWithGreatPeopleManagers of 2021. Published in Forbes India, created by Great Manager Institute®, this list celebrates the best people managers who have built trusted relationships within their teams to deliver sustained business results.
We are now SUPER EXCITED to announce the launch of our new series “100 Ways of Being a Great People Manager”, where we will cover the stories of the Top 100 Great People Managers of 2021!
On Fridays, Greaters start their day by sharing gratitude for each other, their weekend plans and any fun highlight of the week
Here is a picture of them color coordinating for one of the Navaratri Days:
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1664525304072WhatsApp%20Image%202022-09-27%20at%205.44.17%20PM.jpeg\")
How are you connecting with your teams?
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As a Leader or manager asking powerful questions can help organization to traverse through change, innovate, shift the culture and do many such path-breaking things, but to ask powerful question one needs to understand the underlying architecture of it.
A powerful question can:
There are three dimensions to ask powerful questions,
![](\"https://media.greatmanagerinstitute.com/communityUploads/62385498a8e94d3db9deff82_1664448902736image.png\")
To apply this in real life, start with following three questions:
Now, attempt to increase power of each question by changing first it's architecture then scope and finally it's context.
e.g. I created one such powerful question using above steps :
Why is it important for human to act sensibly towards environment more than ever?
Hope it helps when you frame the questions, try it to form your powerful questions and post it in comments, feel free to add your suggestions and experience on same.
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Likewise, a healthy heart doesn't beat with the frequency of a clock. The heart adapts to your changing activities and the amount of oxygen you take during that. And it tends to speed up or slow down accordingly.
#wellbeing #greatpeoplemanager
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My article embracing the journey of Technology Leaders in CIO News.
https://cionews.co.in/tech-leaders-should-have-a-understanding-of-business/
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Having a healthy work environment matters
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","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":[],"reactions":[{"_id":"6332e2cb359787459d2b951b","userId":"62daaca26c3749bc6885c2b0","reaction":2,"createdAt":"2022-09-27T11:47:23.359Z"},{"_id":"6333d858359787459d2ba45b","userId":"63210210763a577abc580b8d","reaction":1,"createdAt":"2022-09-28T05:15:04.370Z"},{"_id":"6335ba2891bb7d64e6f2c4e6","userId":"62385498a8e94d3db9deff82","reaction":2,"createdAt":"2022-09-29T15:30:48.716Z"},{"_id":"6337e76191bb7d64e6f33b0a","userId":"624216e44ca8975948056c8d","reaction":1,"createdAt":"2022-10-01T07:08:17.803Z"}],"isActive":true,"userId":"624216e44ca8975948056c8d","userType":1,"userDetails":{"managerInfo":{"discount":{"code":"56880","feature":"Certification"},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"},"personalInfo":{"name":"Mohanraj S","profilePic":"https://media.greatmanagerinstitute.com/profilePics/624216e44ca8975948056c8d/0F686BED-5F6B-4A6F-9569-54C889314EE3_1_201_a.jpeg8e690f4aa9","company":"FabHotels","gender":"Male"}},"_id":"6332cf8f359787459d2b7b13","topThoughts":[{"userDetails":{"personalInfo":{"name":"Sudhakar Das Bora","profilePic":"https://media.greatmanagerinstitute.com/profilePics/63210210763a577abc580b8d/IMG_7774.jpg63db2d2040","company":"Cloud4C Services","gender":"Male"},"_id":"63210210763a577abc580b8d","managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login using coupon 11496"}},"isActive":true,"postId":"6332cf8f359787459d2b7b13","reactions":[{"timestamps":{"createdAt":"2022-09-28T08:15:49.334Z","updatedAt":"2022-09-28T08:15:49.334Z"},"_id":"633402b5359787459d2baa83","userId":"6274c9ddf62e58022272ffb4","reaction":2},{"timestamps":{"createdAt":"2022-10-01T07:10:29.561Z","updatedAt":"2022-10-01T07:10:29.561Z"},"_id":"6337e7e591bb7d64e6f33b13","userId":"624216e44ca8975948056c8d","reaction":1},{"timestamps":{"createdAt":"2023-02-16T17:24:30.043Z","updatedAt":"2023-02-16T17:24:30.043Z"},"_id":"63ee66cecfc4133550d71801","userId":"62dfc4f320dcb63011f2996f","reaction":1}],"thoughtText":"Greetings! \n\nApplying proven decision-making strategies should help become a better decision-maker. When you must decide to work, take the following steps to determine the best option:\nConsider your personality traits and characteristics.\nKnow your goals.\nCollect information.\nConsider all your options.\nImagine different scenarios.\nStay open-minded.\nEliminate options before making a final decision.\nUnderstand some options have equal value.\nUse your available time.\nEmbrace the consequences.\nLearn from past decisions.\n\n-SDB","timestamps":{"createdAt":"2022-09-28T05:12:52.409Z","updatedAt":"2022-09-28T05:12:52.409Z"},"userId":"63210210763a577abc580b8d","userType":1,"_id":"6333d7d4359787459d2ba44f"}],"visibility":2},{"timestamps":{"createdAt":"2022-09-27T04:46:16.724Z","updatedAt":"2022-09-27T04:46:16.724Z"},"postText":"Behavior at the workplace","postDescription":"Team plays an essential role in creating a healthy work environment and business impact. Managers being agent of change provide spaces to make or break this process.
What choices as manager are you making?
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The number one Leadership dillema in Pharma industry is should one only grow people from within (who have functional knowledge) or hire competent people from outside (who have a proven leadership track record). Do you have examples of successful transition of leaders from outside within your organization?
![](\"https://media.greatmanagerinstitute.com/communityUploads/5c9b663e639cb45d021f9bd0_1663931091508Screenshot%20%2830%29.png\")
GROW came out of the four key stages they identified: Goal, Reality, Options, Will.
I recently came across this model and felt it would be relevant for managers. As managers, we are entrusted with aligning to the culture of the organisation and also be able to translate it to our team members as well. The GROW model provides a framework for a coaching session, a conversation, a meeting or a project. It revolves around setting a goal and then thinking deeply about how to achieve that goal by asking lots of open-ended questions.
I personally don’t encourage meetings that are beyond 30 minutes or have no agenda. The agenda can be a casual discussion, but there has to be an agenda. Using this framework should leave the person with a sense of achievement and a feeling of confidence as well. The tool should be used for their improvement and growth.
Establish a goal – communicate the goal in the beginning of the meeting. Establish what you want out of the meeting. Of course, use the SMART (specific, measurable, achievable, relevant and timed) model to put down the goals
Go through the current reality – ask the team / team member to communicate their current reality and then see how it aligns to the goal that has been established
Explore the options that you have – they could be physical options or structures and opportunities that you have at that point in time. Explore the advantages and disadvantages of the options you have. Choose one or two options only so that you don’t get lost in the options.
Once you have the options, then look at the Will part of it. What are you willing to do to achieve this goal. What’s the timeline that you have or want to give yourself.
Make a note of these goals and timelines and so that you are able to track progress. I prefer the use of tools like Trello or Jira to track so that it’s easy to revisit or recraft as required as well. It’s good to reflect and resonate with the goals and the achievements every now and then.
Success lies in using this only as a framework along with other conversations and open ended questions as a guide for the overall development of the individual. Bhuvana Subramanyan, Sr. Marketing Leader
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Inclusion is not tolerance. It is unquestioned acceptance
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Asking questions is a uniquely powerful tool for unlocking value in organizations: It spurs learning and the exchange of ideas, it fuels innovation and performance improvement, and it builds rapport and trust among team members. It can also mitigate business risk by uncovering unforeseen pitfalls and hazards. But few executives think of questioning as a skill that can be honed, or consider how their own answers to questions could make conversations more productive. That’s a missed opportunity.
The good news is that by asking questions, we naturally improve our emotional intelligence, which in turn makes us better questioners, a virtuous cycle. The authors draw on insights from behavioral science research to explore how the way we frame questions and choose to answer our counterparts can influence the outcome of conversations. They offer guidance for choosing the best type, tone, sequence, and framing of questions and for deciding what and how much information to share to reap the most benefit from our interactions, not just for ourselves but for our organizations.
![](\"https://media.greatmanagerinstitute.com/communityUploads/60a20d2f87e3c3078614be29_1663844683353Community%20Thought.jpg\")
As a manager, it is mandatory to be organized as your punctuality, reliability and conscientiousness will have an effect on the people you work with, for good or bad.
Becoming more organized brings many benefits :
Clear approach to work helps you to manage your time, in turn making you more efficient and effective. Focus on below key areas to develop your overall organization skills:
Take steps to organize your working environment, time and communication so that you can start quickly, find everything you need to complete all your tasks, and communicate effectively with your team. Organization is a journey and as a manager one should enjoy it to make it a habit.
Feel free to add your thoughts ans share your approaches on how you organize your work as a manager?
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\"What's the worst that can happen, Gunjan? Nobody is going to die!\"
This one sentence changed my life.
I used to take a lot of stress about my work; one day, my former boss sat me down and told me this.
In the grand scheme of things, unless lives are at stake, there is no point in taking undue stress with our work. It's important to take ownership of your work, but stress and panic never really move progress much.
Now, whenever I see my team or anybody freaking out about their work, I pass this sentence along. When you put things in this larger perspective, most of the self anointed anxiety goes away.
Hope this helps.
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1663824569241Screenshot%20%28153%29.png\")
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Hybrid work is here to stay. In such times, Team Collaboration has become essential to ensure work is carried out efficiently.
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According to me, success or growth is about helping people become best version of themselves, as a manager I feel responsible to help my team members and peers become best version of themselves in work as well as life. To help my team grow I do below things:
I am sure you would also be doing it in one or the other way, I would also like to know your approach and experience on same and it might give me a new perspective.
Happy Weekend😀
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Sharing one of my favorite quotes on inclusion:
“Inclusion is not a matter of political correctness. It is the key to growth.” “Diversity is being invited to the party; inclusion is being asked to dance.”
Which is your favorite quote?
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A practice that is working fine today might not be applicable tomorrow. The same goes for employee engagement.
Here are some suggestions from our end:
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1663147077871Redefining-Employee-Engagement-.png\")
Some suggestions for improving gender diversity in the workplace:
While this is by no means an exhaustive list, these are all things you should consider when working toward gender diversity in the workplace.
Also, consider how gender diverse your company is overall, as well at the team and seniority level. If you want to build a world-class team, you will want to see gender diversity make progress across the board.
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_1663051934109images.png\")
Some teams are really good at spotting potential problems. When colleagues present new ideas, team members readily ask tough questions and point out possible risks. But team members ought to provide constructive feedback as well.
How can you, the manager, help change the culture on your team from one that’s focused on identifying problems to one that fixes them?
How can you set new norms that engender a positive tone?
And what’s the best way to reward employees for thinking critically while also making helpful suggestions?
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1663050460084problem-solving-outcome-based-team-building.jpg\")
Women in the workforce are down to around 20 per cent from around 30 per cent three decades back!
Gear yourself up for another piece of expert advice on how an individual can be a Great People Manager on Radio City India!
Listen to Prasenjit Bhattacharya, Co-Founder and CEO at Great Manager Institute®, who believes that every manager has a hidden “good manager” within themselves just like Ravana who is known to possess some redeeming qualities, and how consistency is a key component in being a Great People Manager.
https://www.linkedin.com/feed/update/urn:li:activity:6955146287969103872/
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We at Great Manager Institute, had a learning session by Prasenjit, CEO-GMI and we discussed following themes:-
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1662614493242Screenshot%20%28137%29.png\")
Rajiv reflects on what others are seeing and develops the awareness not only to act the role of the leader he wants to be, but to role model the actions and characteristics that he would like to see in others. The reality is that when it comes to keeping a team engaged, body language speaks first, and often louder than words.
Rajiv Kumar Rawat, TATA Motors India
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1662551184811Tata-Logo.jpg\"){kind=logo}
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As a People Manager, have you come across a team member/peer, who is always willing to help others?
At a media company, they started a practice called “Solution ka Sikandar”. Colleagues were nominated and voted for, through an open voting process at the end of every quarter. The one with the highest votes for being helpful, got the “Solution ka Sikandar” Award.
Winner gets an opportunity to spend 60 mins with the Head of Business, for a one-on-one on their career trajectory/ to address any other questions that they may have. This session was called the “Unlimited Talktime” session. Every winner also get's a badge for that quarter, that can be placed on their work desk.
Outcome, you ask?
The intra and inter team collaboration has increased post this #mantra. Willingness to go out of the way to help colleagues, has increased. Positive momentum on the floor.
","bookmarksUsers":["6274c9ddf62e58022272ffb4","63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Manager Mantras"],"reactions":[{"_id":"63183682fa11d15b5e16d147","userId":"62daaca26c3749bc6885c2b0","reaction":2,"createdAt":"2022-09-07T06:13:22.706Z"},{"_id":"63185b5efa11d15b5e16d6c5","userId":"62385498a8e94d3db9deff82","reaction":2,"createdAt":"2022-09-07T08:50:38.793Z"},{"_id":"63189011fa11d15b5e16df70","userId":"6253aeb7801bb06258c07389","reaction":1,"createdAt":"2022-09-07T12:35:29.257Z"}],"isActive":true,"userId":"5e8dbea778a4024378bd8b04","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","paymentSource":"Login using coupon GMISPECIAL100","lastLogin":"2020-11-03T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"]},"personalInfo":{"name":"Shivangi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5e8dbea778a4024378bd8b04/userProfile9046bedafe","company":"GMI","gender":"Female"}},"_id":"631834f6fa11d15b5e16d0d8","topThoughts":[{"userDetails":{"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"},"_id":"62385498a8e94d3db9deff82","managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"}},"isActive":true,"postId":"631834f6fa11d15b5e16d0d8","reactions":[{"timestamps":{"createdAt":"2022-09-07T11:16:12.049Z","updatedAt":"2022-09-07T11:16:12.049Z"},"_id":"63187d7cfa11d15b5e16dc8b","userId":"6274c9ddf62e58022272ffb4","reaction":2},{"timestamps":{"createdAt":"2022-09-07T12:35:32.712Z","updatedAt":"2022-09-07T12:35:32.712Z"},"_id":"63189014fa11d15b5e16df71","userId":"6253aeb7801bb06258c07389","reaction":1}],"thoughtText":"Great Idea, We also practice similar Garv Awards, In monthly team meeting we reward the outstanding performer of the month with the rotating trophy and every half year we have a Best Performer of H1/H2, Peers, Sub-ordinates or candidates can nominate themselves and then based on voting from Team the best performer is decided. It always helps in increasing morale, performance and collaboration of the team.","timestamps":{"createdAt":"2022-09-07T08:57:04.588Z","updatedAt":"2022-09-07T08:57:04.588Z"},"userId":"62385498a8e94d3db9deff82","userType":1,"_id":"63185ce0fa11d15b5e16d6cf"}],"visibility":2},{"timestamps":{"createdAt":"2022-09-07T05:54:11.966Z","updatedAt":"2022-09-07T05:54:11.966Z"},"postText":"Share a story of your failure but was a success in the long run","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_16625299960981662480046477.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1662447028977stories-of-resilience-full-size.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_1662441255486HWP-Diagram-v5.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16623578589219-time-management-tips.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1662102506354online-team-building-bingo.png\")
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea"],"reactions":[{"_id":"63185dbdfa11d15b5e16d720","userId":"62385498a8e94d3db9deff82","reaction":1,"createdAt":"2022-09-07T09:00:45.739Z"}],"isActive":true,"userId":"6274c9ddf62e58022272ffb4","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"},"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"}},"_id":"6311ac8bfa11d15b5e1682be","topThoughts":[{"userDetails":{"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"},"_id":"62385498a8e94d3db9deff82","managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"}},"isActive":true,"postId":"6311ac8bfa11d15b5e1682be","reactions":[{"timestamps":{"createdAt":"2022-09-07T11:17:11.335Z","updatedAt":"2022-09-07T11:17:11.335Z"},"_id":"63187db7fa11d15b5e16dca3","userId":"6274c9ddf62e58022272ffb4","reaction":2}],"thoughtText":"I think 'Sorry I was on Minute' is the most common one and occurs with almost everyone","timestamps":{"createdAt":"2022-09-07T09:02:01.806Z","updatedAt":"2022-09-07T09:02:01.806Z"},"userId":"62385498a8e94d3db9deff82","userType":1,"_id":"63185e09fa11d15b5e16d724"}],"visibility":2},{"timestamps":{"createdAt":"2022-09-01T10:57:11.397Z","updatedAt":"2022-09-01T10:57:11.397Z"},"postText":"Its National Nutrition week ","postDescription":"
Mirriam-Webster defines nutrition as “the process of providing or obtaining the food necessary for health and growth”. The food we eat every day affects how our bodies work, how we heal and grow, and how we maintain energy and strength for years to come.
We at Great Manager Institute are taking these 3 challenges for the week of 1st-7th September'22:
Which challenge are you taking to take care of your nutrition?
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1662029743823download%20%281%29.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16620219656151661277974877.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_1662018466340trust-model.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1661866272746GPTW%20Post%20-%20Faye%20D%27souza.jpg\")
Space to think, decide and learn plays an important role for each & every employee. As every individual has their own way of thinking and executing a plan. Supriya is a strong disbeliever of micro-management. She believes this helps every individual to fight their own way out in order to reach set goals and she guides them in case of any challenges.
-Supriya Kakar, Blazeclan Technologies
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1661851281209download.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_166184000351064_lead.jpg\")
Today is national sports day and we're curious about how many sports enthusiasts we have here!
Exhilarating, demanding, rewarding, playing sport (both professional and for leisure) has tremendous mental and physical health benefits
Which sport do you enjoy? have you played since childhood or did you pick it up later?
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_166177211848329_08_2022-national_sports_day_2022_f_23023137.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1661764206316ss.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_1661763607418decision-making-process.png\")
Mr. Khetrapal addresses the entire team across the company on a regular basis through Live Sessions, sharing the developments, decisions, plans and even setbacks. Etc This open communication helps his people to feel informed, engaged and empowered. It also enables them to identify with the issues, challenges, dilemmas and decisions. Even the tough decisions of no increments or the unfortunate parting of ways with some of the employees are talked out openly. In Town-Hall sessions he encourages employees to ask any questions with no restrictions
Deepak Khetrapal, Orient Cement Limited.
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Manager Mantras"],"reactions":[],"isActive":true,"userId":"62daaca26c3749bc6885c2b0","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"","userType":"H","paymentSource":"Login using coupon GMISPECIAL100","landingSource":"","badge":[],"lastLogin":"2024-04-19T00:00:00.000Z"},"personalInfo":{"name":"GMI Community Team","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62daaca26c3749bc6885c2b0/Screenshot%201945-05-31%20at%2011.22.13%20AM.png3a6b7e4e81","company":"Great Manager institute","gender":"Female"}},"_id":"630c59bbfa11d15b5e162e8b","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2022-08-26T07:54:30.103Z","updatedAt":"2022-08-26T07:54:30.103Z"},"postText":"Are you taking care of yourself and your team?","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16615004078913-GPTW-stress-wellbeing-wow-webmagazine.png\")
Yesterday we did a webinar on Hybrid working with the Chief People Officers of Flipkart and PwC.
Sharing some insights as recorded by an attendee
https://www.linkedin.com/posts/paayalvarma_empathy-purpose-people-activity-6968532754426703873-XGCc?utm_source=share&utm_medium=member_android
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea"],"reactions":[{"_id":"6308597d76012112ee722ae9","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-08-26T05:26:21.038Z"},{"_id":"630b65b676012112ee726021","userId":"624216e44ca8975948056c8d","reaction":1,"createdAt":"2022-08-28T12:55:18.346Z"},{"_id":"630c8822fa11d15b5e163476","userId":"62385498a8e94d3db9deff82","reaction":1,"createdAt":"2022-08-29T09:34:26.398Z"}],"isActive":true,"userId":"5e8dbea778a4024378bd8b04","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","paymentSource":"Login using coupon GMISPECIAL100","lastLogin":"2020-11-03T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"]},"personalInfo":{"name":"Shivangi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5e8dbea778a4024378bd8b04/userProfile9046bedafe","company":"GMI","gender":"Female"}},"_id":"6308584b76012112ee722ae6","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2022-08-25T12:29:15.319Z","updatedAt":"2022-08-25T12:29:15.319Z"},"postText":"Achieve a Good Work-Life Balance","postDescription":"It is very challenging to achieve a good work-life balance in hybrid environment and managers are expected to take on additional tasks and also sometimes responsibilities at home conflict with those at work. I was overwhelmed with it during Covid and to address it I started keeping activity log to track my time spent at work and home and gave them priorities, I could come up with a list and create a schedule to manage the balance, it works mostly unless there are some unknown disruptions. Have you ever faced similar scenarios ? Can you share your experience on how do you maintain work-life balance?
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Question","Action Idea"],"reactions":[{"_id":"6308725876012112ee7230d6","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-08-26T07:12:24.386Z"},{"_id":"630b65bb76012112ee726023","userId":"624216e44ca8975948056c8d","reaction":1,"createdAt":"2022-08-28T12:55:23.672Z"}],"isActive":true,"userId":"62385498a8e94d3db9deff82","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"},"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"}},"_id":"63076b1b76012112ee721d89","topThoughts":[{"userDetails":{"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"},"_id":"6274c9ddf62e58022272ffb4","managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"}},"isActive":true,"postId":"63076b1b76012112ee721d89","reactions":[{"timestamps":{"createdAt":"2022-08-26T14:55:41.543Z","updatedAt":"2022-08-26T14:55:41.543Z"},"_id":"6308deed76012112ee723faf","userId":"62385498a8e94d3db9deff82","reaction":1},{"timestamps":{"createdAt":"2023-07-17T13:37:28.747Z","updatedAt":"2023-07-17T13:37:28.747Z"},"_id":"64b544185ed54105e5f7a2c2","userId":"63dc00f47fcf654dd4b1c88c","reaction":1}],"thoughtText":"Defining your work schedule and adding your hobbies in your calendar so that you religiously take time to follow your hobbies is what helps me to create a work-life balance","timestamps":{"createdAt":"2022-08-26T07:14:49.480Z","updatedAt":"2022-08-26T07:14:49.480Z"},"userId":"6274c9ddf62e58022272ffb4","userType":1,"_id":"630872e976012112ee72310e"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-25T08:40:01.982Z","updatedAt":"2022-08-25T08:40:01.982Z"},"postText":"Characteristics of a leader","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1661416744974Screenshot%20%28109%29.png\")
By being personally involved in his team's urgent need of time, Amit set up emergency helplines, ensured their well-being, and set up rescue monetary funds in which he used his own corpus. Each and every teammate was compensated 2.5X times the reduced salary amount in form of ESOP’s thereby, making each and every single team a shareholder in the company.
Amit Ramani, Awfis Space Solutions
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_16613322351065bcc1bd05424ab7d8c8891c37ce5f6459ee8af2c-1920x1080.jpg\")
We are just 1 day away from the webinar on Leadership in a Hybrid Work Environment! Join us in unravelling the secrets to managing the workforce in a hybrid model
The esteemed list of speakers includes:
![](\"https://media.greatmanagerinstitute.com/communityUploads/6253aeb7801bb06258c07389_1661330064404Dal%27s%20August%202022%20-%201%20Day%20To%20Go.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_1661253936627F9E2610F-1962-4D9E-91E9-05EF9F7C01A6_1_201_a.jpeg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1661249616634Screenshot%20%28106%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62f3ac13a58db76eb69001a3_16612346544315-ways-your-organization-can-encourage-empathy-in-the-workplace-center-for-creative-leadership-1024x536.jpg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1661159118811Screenshot%20%28101%29.png\")
Asking for help is the scariest thing to do for a handful of people out there. Mainly, it sprouts from the fear of judgement and relationship dynamic changes.
But, you will know the truth only when you ask for help!
a. You will learn and be informed
b. You will get to know the person
c. You will also understand how to approach and who to approach
There are amazing bunch of people who are ready to help, all you got to do is reach out and ask for help.
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1660967057459Screenshot_20220820-091257.png\")
Its time for some reading chain!
Drop in your recommendations of the best thing you read recently-books, articles, newsletters, alike and tell us what you liked about it
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea","Manager Mantras"],"reactions":[{"_id":"62ff7d0117117623e0243a45","userId":"6274c9ddf62e58022272ffb4","reaction":1,"createdAt":"2022-08-19T12:07:29.834Z"},{"_id":"62ff9c8417117623e0243d93","userId":"62385498a8e94d3db9deff82","reaction":1,"createdAt":"2022-08-19T14:21:56.431Z"}],"isActive":true,"userId":"62daaca26c3749bc6885c2b0","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"","userType":"H","paymentSource":"Login using coupon GMISPECIAL100","landingSource":"","badge":[],"lastLogin":"2024-04-19T00:00:00.000Z"},"personalInfo":{"name":"GMI Community Team","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62daaca26c3749bc6885c2b0/Screenshot%201945-05-31%20at%2011.22.13%20AM.png3a6b7e4e81","company":"Great Manager institute","gender":"Female"}},"_id":"62ff7aec17117623e02439ec","topThoughts":[{"userDetails":{"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"},"_id":"62385498a8e94d3db9deff82","managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"}},"isActive":true,"postId":"62ff7aec17117623e02439ec","reactions":[{"timestamps":{"createdAt":"2022-08-22T06:37:32.045Z","updatedAt":"2022-08-22T06:37:32.045Z"},"_id":"6303242c06e2e23e2a142d86","userId":"6274c9ddf62e58022272ffb4","reaction":2},{"timestamps":{"createdAt":"2022-08-22T09:04:52.922Z","updatedAt":"2022-08-22T09:04:52.922Z"},"_id":"630346b406e2e23e2a1434c7","userId":"62daaca26c3749bc6885c2b0","reaction":2}],"thoughtText":"I would recommend 'WHAT IT TAKES' by Stephen Schwarzman, it is one of the best book I have read , the experience and scenarios shared by author are very relatable in various aspects and can be put it into practice. Happy Weekend :)","timestamps":{"createdAt":"2022-08-19T14:21:46.955Z","updatedAt":"2022-08-19T14:21:46.955Z"},"userId":"62385498a8e94d3db9deff82","userType":1,"_id":"62ff9c7a17117623e0243d91"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-18T10:55:45.088Z","updatedAt":"2022-08-18T10:55:45.088Z"},"postText":"Remember to focus on your journey","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1660820108810Screenshot%20%2894%29.png\")
Check in on yourself the way you check in on others.
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Manager Mantras"],"reactions":[{"_id":"62fe18ee17117623e023db29","userId":"62385498a8e94d3db9deff82","reaction":1,"createdAt":"2022-08-18T10:48:14.823Z"},{"_id":"62fe19fe17117623e023e14f","userId":"62daaca26c3749bc6885c2b0","reaction":2,"createdAt":"2022-08-18T10:52:46.060Z"}],"isActive":true,"userId":"6274c9ddf62e58022272ffb4","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"},"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"}},"_id":"62fe121d17117623e023d21d","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2022-08-18T07:29:54.143Z","updatedAt":"2022-08-18T07:29:54.143Z"},"postText":"Growth Mindset vs Fixed Mindset","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_16608077632621_PQBc8JCD5yu4x2wxCCGU1g.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1660716581724Screenshot%20%2893%29.png\")
tell me in comments how are you mentoring your team members?
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea","Manager Mantras"],"reactions":[{"_id":"62fe1a0c17117623e023e153","userId":"62daaca26c3749bc6885c2b0","reaction":1,"createdAt":"2022-08-18T10:53:00.450Z"},{"_id":"62fe34b817117623e02411c3","userId":"62385498a8e94d3db9deff82","reaction":1,"createdAt":"2022-08-18T12:46:48.323Z"}],"isActive":true,"userId":"62daaca26c3749bc6885c2b0","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"","userType":"H","paymentSource":"Login using coupon GMISPECIAL100","landingSource":"","badge":[],"lastLogin":"2024-04-19T00:00:00.000Z"},"personalInfo":{"name":"GMI Community Team","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62daaca26c3749bc6885c2b0/Screenshot%201945-05-31%20at%2011.22.13%20AM.png3a6b7e4e81","company":"Great Manager institute","gender":"Female"}},"_id":"62fc865bf2b33f2a568f2f84","topThoughts":[{"userDetails":{"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"},"_id":"62385498a8e94d3db9deff82","managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"}},"isActive":true,"postId":"62fc865bf2b33f2a568f2f84","reactions":[{"timestamps":{"createdAt":"2022-08-19T12:05:35.664Z","updatedAt":"2022-08-19T12:05:35.664Z"},"_id":"62ff7c8f17117623e0243a43","userId":"62daaca26c3749bc6885c2b0","reaction":1}],"thoughtText":"I provide coaching or mentoring to my team on varied topics depending on individuals interest. I follow GROW model (Goal - to achieve, Reality - current situation, O- Options to work, W-Willingness to achieve goal ) for coaching or mentoring sessions. The sessions are generally driven by individual and I mostly act as catalyst by triggering their thoughts by asking right sessions. Apart from it process or business related various other topics we do a lot of brainstorming and collaboration within team and help each other to grow in knowledge.","timestamps":{"createdAt":"2022-08-18T12:46:43.758Z","updatedAt":"2022-08-18T12:46:43.758Z"},"userId":"62385498a8e94d3db9deff82","userType":1,"_id":"62fe34b317117623e02411c0"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-16T14:14:47.177Z","updatedAt":"2022-08-16T14:14:47.177Z"},"postText":"Are you Effective or Efficient or Both as Manager or Leader?","postDescription":"Efficiency is the ability to produce an intended result with optimal use of time, effort, and resources. Efficiency is doing the thing right.
Effectiveness is the ability to produce a desired result that delivers desired value or achieves the best outcome. Effectiveness is doing the right thing.
Are you doing both? Are your Goals Clear ? Is the resource utilization optimum?
Looking forward for your interesting thoughts and answers..
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea","Question","Manager Mantras"],"reactions":[{"_id":"62fc86a3f2b33f2a568f2fc9","userId":"6274c9ddf62e58022272ffb4","reaction":1,"createdAt":"2022-08-17T06:11:47.356Z"},{"_id":"62fccffff2b33f2a568f583d","userId":"614058036e80392d92e26104","reaction":1,"createdAt":"2022-08-17T11:24:47.691Z"},{"_id":"62fe1d8b17117623e023e686","userId":"62daaca26c3749bc6885c2b0","reaction":1,"createdAt":"2022-08-18T11:07:55.101Z"}],"isActive":true,"userId":"62385498a8e94d3db9deff82","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"},"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"}},"_id":"62fba657f2b33f2a568f06f5","topThoughts":[{"userDetails":{"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"},"_id":"6274c9ddf62e58022272ffb4","managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"}},"isActive":true,"postId":"62fba657f2b33f2a568f06f5","reactions":[{"timestamps":{"createdAt":"2022-08-18T10:45:33.315Z","updatedAt":"2022-08-18T10:45:38.599Z"},"_id":"62fe184d17117623e023d70b","userId":"62385498a8e94d3db9deff82","reaction":1}],"thoughtText":"A manager needs to play multiple hats which at times require to efficient or effective.","timestamps":{"createdAt":"2022-08-17T06:12:46.510Z","updatedAt":"2022-08-17T06:12:46.510Z"},"userId":"6274c9ddf62e58022272ffb4","userType":1,"_id":"62fc86def2b33f2a568f2fca"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-16T04:58:40.233Z","updatedAt":"2022-08-16T04:58:40.233Z"},"postText":"Good or bad habits?","postDescription":"“Bad habits repeat themselves again and again not because you dont want to change but because you have the wrong system for change”
-James Clear from Atomic Habits
There are numerous habits that we form from our first step in the world but what classifies it as bad or good? acc to james, it is the compunded results that we experience over time.
would love to hear some thoughts and wins:
-what's a bad habit you've overcome/changed?
-what's a great habit you want to continue?
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":[],"reactions":[{"_id":"62fc88aaf2b33f2a568f300c","userId":"6274c9ddf62e58022272ffb4","reaction":1,"createdAt":"2022-08-17T06:20:26.669Z"}],"isActive":true,"userId":"62daaca26c3749bc6885c2b0","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"","userType":"H","paymentSource":"Login using coupon GMISPECIAL100","landingSource":"","badge":[],"lastLogin":"2024-04-19T00:00:00.000Z"},"personalInfo":{"name":"GMI Community Team","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62daaca26c3749bc6885c2b0/Screenshot%201945-05-31%20at%2011.22.13%20AM.png3a6b7e4e81","company":"Great Manager institute","gender":"Female"}},"_id":"62fb2400f2b33f2a568eee1b","topThoughts":[{"userDetails":{"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"},"_id":"6274c9ddf62e58022272ffb4","managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"}},"isActive":true,"postId":"62fb2400f2b33f2a568eee1b","reactions":[],"thoughtText":"A bad habit i have tried overcoming is not using my phone post waking up for 2 hours and a great habit i want to continue is walking for 15k steps daily.","timestamps":{"createdAt":"2022-08-17T06:18:39.522Z","updatedAt":"2022-08-17T06:18:39.522Z"},"userId":"6274c9ddf62e58022272ffb4","userType":1,"_id":"62fc883ff2b33f2a568f2fce"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-11T16:46:34.605Z","updatedAt":"2022-08-11T16:46:34.605Z"},"postText":"Self doubt is the signal to learn not quit","postDescription":"
what do you think?
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1660236378380Screenshot_20220811-221140.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1660110915400Screenshot%20%2889%29.png\")
One of the important lesson I learnt as a manager was to tell team to what to do and not how to do. Initially I use to tell team how to do things and team used to follow it without triggering their own thoughts , by doing so I was overwhelmed with lot of tasks and created unnecessary dependency. Later I just started doing it differently and provided them clear goal and concise information on what to do and ask them to do it themselves. It was a change for all and took some months to adopt but eventually it was working I was positively surprised by their creativity and approaches and turned out to be win-win for all. Indeed I was supporting if they needed guidance by asking right questions and providing coaching. Let me know your thoughts on same , did you have any such similar experience or any other lessons that you learnt?
","bookmarksUsers":["63cf7dfb44240c58708109a1","651fee67856b96eb508616fe"],"tags":["Action Idea","Question","Manager Mantras"],"reactions":[{"_id":"62f3488aa58db76eb68ff7e7","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-08-10T05:56:26.022Z"}],"isActive":true,"userId":"62385498a8e94d3db9deff82","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"},"personalInfo":{"name":"Purvang Gandhi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62385498a8e94d3db9deff82/profile%20photo%20red.jpg7237f95e36","company":"Covestro","gender":"Male"}},"_id":"62f26d9fa58db76eb68fd675","topThoughts":[{"userDetails":{"personalInfo":{"name":"SONALKUMAR ARORA","profilePic":"https://media.greatmanagerinstitute.com/profilePics/62330623a8e94d3db9debf32/IMG_50231%20-%20Copy.jpg412c41189e","company":null,"gender":"Male"},"_id":"62330623a8e94d3db9debf32","managerInfo":{"discount":{"code":null,"feature":null},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"}},"isActive":true,"postId":"62f26d9fa58db76eb68fd675","reactions":[{"timestamps":{"createdAt":"2022-08-16T11:36:52.575Z","updatedAt":"2022-08-16T11:36:55.655Z"},"_id":"62fb8154f2b33f2a568f024c","userId":"62385498a8e94d3db9deff82","reaction":2},{"timestamps":{"createdAt":"2022-08-17T06:19:00.627Z","updatedAt":"2022-08-17T06:19:00.627Z"},"_id":"62fc8854f2b33f2a568f2fd3","userId":"6274c9ddf62e58022272ffb4","reaction":2}],"thoughtText":"from your note i feel, you are lucky that your team managed the work, shows the creativity without your guidance on \" how to do\" but may be they learn from your past learning.\n\nI also followed same few team members shows great efforts, try to search option, take initiate but few has derailed the process. we have to adopt same after understanding the skill of team members. ","timestamps":{"createdAt":"2022-08-14T06:40:41.644Z","updatedAt":"2022-08-14T06:43:12.973Z"},"userId":"62330623a8e94d3db9debf32","userType":1,"_id":"62f898e9f2b33f2a568ecfd5"}],"visibility":2},{"timestamps":{"createdAt":"2022-08-09T06:18:04.378Z","updatedAt":"2022-08-09T06:18:04.378Z"},"postText":"Join us for GMI webinar series","postDescription":"
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1660025823559Dal%27s%20August%202022%20Post%201%20-%20Announcement%20Post%2008.08.2022.png\")
Hear from our supporter, Mr. Nathan What would a high performer do?
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“90 minutes of your time can enhance the quality of your subordinate's work for 2 weeks” - Andy Grove
Do you agree? Would like to know your thoughts on same..
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With today’s rapid globalisation, workplace diversity is an essential strategy to enhance organisational competitiveness (Green et al. 2015). Organizational diversity, as defined by Gardenswartz and Rowe (1998) through the Four Layers of Diversity model, is an individual’s variation in personality, internal factors such as race and gender, external factors such as religion and also organizational factors, as shown in Figure 1 (The Icfai University Press 2009). Studies show that gender-diverse and ethnically-diverse organisations are 21% and 33% more likely to experience above average profitability respectively (McKinsey & Company 2018).
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The three skills every manager needs for building an inclusive team:
Here's what one of our Top 100 Great People Managers say, about having career conversation with teams:
#Goodtogreat
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There were occasions of high pressure, month ends, quarter ends or sometime Managers deliberately giving work during that time but the guy never budged. It was a non-neogotiable ritual for him.
He would come back later and do all nighters but not skip gym.
After few months, Everyone got accustomed to it. Colleagues stopped back bitching, Managers knew that work will get done - Just not between 6-7. Infact people started looking upto him for his dedication.
Most of the times we often keep shuffling our priorities basis external factors which might look very important but in actual it is not.
The reality of life is only when we stop adjusting to situations/people, They starts adjusting to our priorities.
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![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1659354820431Screenshot%20%2880%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1659331548581Screenshot%20%2878%29.png\")
![\"\"](\"https://dmcxvhw6uf1or.cloudfront.net/platform/100127/rich-text/original/a80b8f4f-48db-4032-9cf8-ff45e16eb697.png?1659108627825\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1659085152934Screenshot%20%2873%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1659075217180Ashok%20Soota.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1659075258846Ashok%20Soota%20%281%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/624216e44ca8975948056c8d_1659039526094inspirational-motivational-quote-success-not-easy-cer-certainly-lazy-simple-trendy-design-112599177.jpeg\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1658990480683RISE%20Model.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/62daaca26c3749bc6885c2b0_1658897584362Great%20People%20Manager.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1658381635620First%20Time%20Manager.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1658132996089Testimonials.png\")
Unless you are a one-man show, you will be working with others. Those relationships are the heart of your business, and in order for them to thrive, you must be willing to coach, guide, encourage, and reward those who work with you—not just in their work but also in their personal growth and development.
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Manager Mantras"],"reactions":[{"_id":"62d110ba69b0fc6c262f2018","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-07-15T07:01:14.674Z"},{"_id":"62d28b4a69b0fc6c262f35f6","userId":"619c9b21e615a801c333efca","reaction":1,"createdAt":"2022-07-16T09:56:26.861Z"},{"_id":"62d76ecad4491862b48b1c30","userId":"625e942b2112bb4e682243e6","reaction":2,"createdAt":"2022-07-20T02:56:10.883Z"},{"_id":"62d8eccd374ec8113269def7","userId":"629ede162c0fe218b4c6e7a6","reaction":2,"createdAt":"2022-07-21T06:06:05.130Z"}],"isActive":true,"userId":"624216e44ca8975948056c8d","userType":1,"userDetails":{"managerInfo":{"discount":{"code":"56880","feature":"Certification"},"communityBadge":["632b02e2fb8edea8449096d8"],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"H","paymentSource":"Login through payment"},"personalInfo":{"name":"Mohanraj S","profilePic":"https://media.greatmanagerinstitute.com/profilePics/624216e44ca8975948056c8d/0F686BED-5F6B-4A6F-9569-54C889314EE3_1_201_a.jpeg8e690f4aa9","company":"FabHotels","gender":"Male"}},"_id":"62d02e8f69b0fc6c262f10d3","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shivangi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5e8dbea778a4024378bd8b04/userProfile9046bedafe","company":"GMI","gender":"Female"},"_id":"5e8dbea778a4024378bd8b04","managerInfo":{"discount":{"feature":null},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","paymentSource":"Login using coupon GMISPECIAL100","lastLogin":"2020-11-03T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"]}},"isActive":true,"postId":"62d02e8f69b0fc6c262f10d3","reactions":[{"timestamps":{"createdAt":"2022-07-21T09:01:50.813Z","updatedAt":"2022-07-21T09:01:50.813Z"},"_id":"62d915fe374ec8113269e10d","userId":"6274c9ddf62e58022272ffb4","reaction":2},{"timestamps":{"createdAt":"2022-07-24T12:27:47.363Z","updatedAt":"2022-07-24T12:27:47.363Z"},"_id":"62dd3ac354b3454b13cd197c","userId":"624216e44ca8975948056c8d","reaction":1}],"thoughtText":"This is a wonderful thought!","timestamps":{"createdAt":"2022-07-18T08:01:05.954Z","updatedAt":"2022-07-18T08:01:05.954Z"},"userId":"5e8dbea778a4024378bd8b04","userType":1,"_id":"62d5134169b0fc6c262f4a5d"}],"visibility":2},{"timestamps":{"createdAt":"2022-07-14T09:24:24.185Z","updatedAt":"2022-07-14T09:24:24.185Z"},"postText":"How are you appreciating your team members?","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1657790628134Manager%20Mantras.png\")
One of my conversations w manager, I got asked for what i liked the most and what could be the area of improvement. In my 4 years of work experience, this was the first time when I was asked about what suits me.
How are you tailoring your conversations?
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Manager Mantras"],"reactions":[],"isActive":true,"userId":"6274c9ddf62e58022272ffb4","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[],"userType":"DH+CL+IL","paymentSource":"Login using coupon NOMINATED2023","lastLogin":"2024-04-10T00:00:00.000Z"},"personalInfo":{"name":"Jhon Doe ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/6274c9ddf62e58022272ffb4/molokowall220100015.pngf22282b805","company":"GMI","gender":"Female"}},"_id":"62cd25b1f1040c406365c27e","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2022-07-11T06:32:36.107Z","updatedAt":"2022-07-11T06:32:36.107Z"},"postText":"Are you or your org trying to figure out best operating model?","postDescription":"![](\"https://media.greatmanagerinstitute.com/communityUploads/6274c9ddf62e58022272ffb4_1657278566348Aditya%20Arora%20Manager%20Mantras.png\")
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":[],"reactions":[{"_id":"62c81057a07bc61881973140","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-07-08T11:09:11.598Z"},{"_id":"632ae9ab7866f5461cced32e","userId":"62daaca26c3749bc6885c2b0","reaction":2,"createdAt":"2022-09-21T10:38:35.454Z"}],"isActive":true,"userId":"60b0925942e6153f354d4e85","userType":1,"userDetails":{"managerInfo":{"discount":{},"communityBadge":[],"managerModerationStatus":"audit_in_progress","badge":[{"_id":"64a28f39dd69773bff90a896","badgeType":"Certificate of Merit","startDate":"2023-07-03T09:04:57.386Z","endDate":"2024-07-03T00:00:00.000Z","order":1,"certificate":true,"url":"managerCertificate/643956/certificateOfMerit2023.pdf","score":"96.4705882352941"}],"userType":"L","paymentSource":"Login using coupon NOMINATED2023"},"personalInfo":{"name":"Amit Kumar Mahto","profilePic":"https://media.greatmanagerinstitute.com/profilePics/60b0925942e6153f354d4e85/profile_pic.jpeg5463f16096","company":"Great Manager Institute","gender":"Male"}},"_id":"62c7ce3408772814202df971","topThoughts":[{"userDetails":{"personalInfo":{"name":"Prasenjit Bhattacharya","company":"Great Manager Institute","gender":"Male"},"_id":"5c9b663e639cb45d021f9bd0","managerInfo":{"discount":{},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","lastLogin":"2020-10-29T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"],"paymentSource":"Login using coupon GMISPECIAL100"}},"isActive":true,"postId":"62c7ce3408772814202df971","reactions":[{"timestamps":{"createdAt":"2022-07-21T12:40:41.759Z","updatedAt":"2022-07-21T12:40:41.759Z"},"_id":"62d94949374ec8113269e372","userId":"6274c9ddf62e58022272ffb4","reaction":2}],"thoughtText":"On a lighter note- most great entrepreneurs I meet talk about the idea of working for themselves came after experiencing a bad boss!","timestamps":{"createdAt":"2022-07-09T08:34:40.181Z","updatedAt":"2022-07-09T08:34:40.181Z"},"userId":"5c9b663e639cb45d021f9bd0","userType":1,"_id":"62c93da0a07bc61881975ea3"}],"visibility":2},{"timestamps":{"createdAt":"2022-07-05T12:10:37.924Z","updatedAt":"2022-07-05T12:10:37.924Z"},"postText":" Leaders who SUCCEED Never Give Up, Persevere, and Display Resilience","postDescription":"Whether it’s unrealistic expectations, constant crabbiness, or unapproachability, almost all of us have had that one manager who made work a living nightmare. Even if you love what you do, having a miserable manager can spoil a dream job in record time. This is why being someone you’d want to work for is integral to keeping your staff motivated.
Achieving remarkable results is difficult without perseverance. You will fall short when things get hard if your diligence is not matched by perseverance. Lack of perseverance will cause those you lead to only give you lip service when it comes to the duties you assign them and will prevent them from completing them.
Persistence will help you motivate your team to take action. They will support you since they will recognise your dedication to completing the work.
The entire concept would be meaningless without perseverance. Success is inescapable with it though. Leaders are Never Slackers
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To be an effective leader, you must possess qualities that will assist you and your team in producing positive results. It is critical that you:
To ensure that others understand your vision, communicate clearly with them.
Be self-motivated and self-assured when representing your team.
Accept responsibility and accept the consequences with courage.
To achieve your objectives, you must work together and be creative.
Upshot
The art of inspiring your colleagues to perform their duties competently, enthusiastically, and willingly is a superior leadership quality. As a result, leadership becomes a process. The use of non-coercive influence to direct and coordinate the actions of members of an organised group in order to achieve specific goals. They are the people who can influence others' behaviour without using force, and they are the people who everyone looks up to.
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Did your manager have a career conversation with you in the last 3 months?
#careerdevelopment #connect #greatpeoplemanager
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Link to deep dive
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WEBINAR INSIGHTS
“How can companies make hybrid work a success?”
Indian History has much evidence of mentoring like the Great Indian Epics of Ramayana and Mahabharata’s Parashuram and Shri Krishna.
Kautilya to Chandragupta and Bindusara. His mentoring was the sole force of victory of the Maurya empire over the Nanda dynasty and in uniting most of the kingdoms to almost today’s India. Mahatma Gandhi to Jawaharlal Nehru
While most of you felt mentoring is needed to build learning and development.
Today, the job ecosystem is more competitive than ever.
To be successful here, workplaces must develop a workforce that is constantly learning and evolving continuously.
What do you think about why is mentoring important in the workplace?
Tell me in the comments
#development #workplace #mentoring
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B. e-learning courses
C. Books
D. Youtube videos
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If something is untrue and hurtful, do not say it.
If something is true and hurtful, do not say it.
If something is untrue and helpful, do not say it.
If something is true and helpful, wait for the right time to say it.
Helpful feedback is a feedback about which the receiver can do something .
Responsibility of a leader is not only to motivate his team and lead from the front but also to forsee the future bottlenecks & hurdles, take advance counter action at his end and faclitate the team to perform their best.
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In a balanced organization, working towards a common objective, there is success.
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Great Leaders must have qualities:
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The Women's Empowerment Principles offer practical guidance to business and the private sector on how to empower women in the workplace, marketplace and community. Developed through a partnership between UN Women and the United Nations Global Compact, the Principles are designed to support companies in reviewing existing policies and practices — or establishing new ones — to realize women's empowerment.
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A positive mindset brings positive things.
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Most of the important things in the world have been accomplished by people who have kept on trying when there seemed to be no hope at all.
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In our research, we found that this ONE thing makes a great workplace: TRUST.
A great workplace is one in which you TRUST the people you work for, have PRIDE in what you do, and ENJOY the people you work with.
And with trust, all of those in the list above, can be easily achieved.
Would love to know your thoughts. What, for you, makes a GREAT workplace?
Being a great manager , we should listen to our team , with patiently , ask better idea for their safety and working environment, Office door must be open to all , no hesitation for any of employee to reach to you .
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In this people will speak on Product development actvities and persoanity development sessions.
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Out of managers from more than 4000 organizations, these leaders were selected. There must be something special about them, right?
They went beyond their call of duty to create memorable practices that were individualized for their team members, and in this process, they connected with their team, nurtured them and also inspired them, especially during the tough times of the pandemic.
They built great businesses and boosted their career in these uncertain times, because their basics was clear. They knew that it is their relationship with people that shall define their sustainable growth.
You can ask me more questions about anecdotes of these winners, or what it takes to be recognized here.
#GPMS21
#AskAshwin
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If you want to walk fast, walk alone.
If you want to walk far, walk together.
Ratan Tata.
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Its about splitting a large dream into multiple steps – bite sized.
It is all about the journey...start today.
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If you are DETERMINED to learn...No one can STOP you
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Be the Leader you would Follow
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\"If you think you are beaten, you are
If you think you dare not, you don't,
If you like to win, but you think you can't
It is almost certain you won't.
If you think you'll lose, you've lost
For out in the world you'll find,
Success begins with a fellow's will
It's all in the state of mind.
If you think you are outclassed, you are
You've got to think high to rise,
You've got to be sure of yourself before
You can ever win a prize.
Life's battles don't always go
To the stronger or faster man,
But soon or late the man who wins
Is the man WHO THINKS HE CAN!\"
I strongly believe in the power of the universe and the energy that we create through our vibrations, so choose your words carefully because the universe understands those words by the vibrations it creates, \"Your words, become your reality\".
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By far one of my lengthiest posts but for me it means a lot.... as I feel the HERO inside to set up more HEROS within my vicinity.
\"Ever been in a position when you’re always asking “Why?”
Thinking that your tears will never dry
Every time that you glance at the sky
You’re mind’s there but you know you don’t got the wings to fly
You feel the wind gently touching your skin
And the voices from within are yelling “You shouldn’t try!”
But you’re not listening, on your face is a grin
You take the chance even if you shoot into the ground
The world says NO! but you say YES!
Don’t let the negativity take over, do your BEST!
The road you’re paving causes feelings that are hard to express
But I promise you that the end lies the success
Your chest is heavy, all the burdens you carry
Are slowly taking a toll on your mental inside
I want you to give me a promise and you to truly be honest
That giving up is never going to be what you decide!
I know that you’ve been running your whole life
Walking through the darkness with practically no light
Feeling depressed, under pressure, a lowlife
Like there’s no one to help you to get through all the cold nights
Look in the mirror, tell me. What do you see?
A person climbing to the absolute peak
Don’t need excuses because you are not weak
So chin up and be the very best you can be!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
Listen to the rain falling onto the windows
Take in the whistles that appear as the wind blows
Remember as a kid for the ring tone
You had a great speech, tell me what did that kid know?
He knew that failure is a part of success
He knew that lessons are what makes you progress
He knew your quest would put you under the stress
But he also knew the hunger that you truly possess
You’ve been a great one, steel is what you’re made of
You’ve been the same one ever since day one
Became a legend, haven’t even finished phase one
Imagine what you’ll be when you reach the main one
It’s unpredictable how one moment you’re on the ground
And the next one you’re flying high, above the clouds
It’s true, the higher you go, the longer you fall
But no matter what happens you truly need to be proud
I know that you’ve been running your whole life
Walking through the darkness with practically no light
Feeling depressed, under pressure, a lowlife
Like there’s no one to help you to get through all the cold nights
Look in the mirror, tell me: What do you see?
A person climbing to the absolute peak
Don’t need excuses because you are not weak
So chin up and be the very best you can be
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
HERO! YOU ARE A HERO!
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As a Team Leader is expected to take some risks & make decisions. Sometimes, Team members are held accountable as well as responsible but that is part of the job.
The leader should know when to lead & when to follow; depending upon the circumstances.
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I have incorporated the feedback post round 1.
I am Grateful to the GMI Survey and wish to thank all involved.
I thank my respondents for their honest feedback has helped me in achieving more and my work out put is more Professional.
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Through out my professional journey have come across many great Leaders who inspired me to get closer to be called as a Leader.
For me a Leader can't be self proclaimed rather he is defined by others as a Leader. Thus our Act, Prejudice, Appearance and Prescience do play major role in getting to the Ladder of Leadership and thus getting recommended as one.
Would like to pen down my thought on Leadership which I try to espouse.
\" A Leader is the one who Knows the Way, Goes the Way and Shows the Way\".
For me a Leader is at its best when his work is not self-prounounced rather called out by others post completion and attaining success.
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so One quick dashboard check
Success is a function of the integration of the two.
Pls let me know if this is helpful...
Best Wishes &
Happy Times Folks!
Always
SS
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In this webinar, Prasenjit will introduce you to a world where workplaces are humane, inclusive, healthy and inspired by Empathetic Leadership and Trust based teams.
![](\"https://media.greatmanagerinstitute.com/communityUploads/607915d5f1a41176f6d47d7a_1629454871946IMG-20210812-WA0016.jpg\")
You may like to confirm your presence through this Registration link: https://zfrmz.com/JdkKY9tHBoQqDZtMGN7E
Block the Date : 27th Aug, Friday Time: 4pm – 6pm
Our research says that more than 50% of the workforce feels that there is less connect and empathy in interactions today. We also know that caring for people while caring for results is a key differentiator of high performing teams.
At Great Manager Institute®, it is our endeavour to equip organizations to enhance empathy, care and compassion at the workplace through their people managers. We invite you, to be a part of this movement. Come explore where the rubber meets the road.
Look forward to see you at the webinar!
Warm regards,
Srabani Banerjee
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![](\"https://media.greatmanagerinstitute.com/communityUploads/60a20d2f87e3c3078614be29_1629196952367Screenshot%20%2820%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/6086aff12e2ec121cb38ff6b_1629179157787image.png\")
What is your management style?
Do you like to add 'layers of management' between you and your team, just so that you can cut off all their feedback or do you build a connect at personal level, caring for what they think and keep the 2-way communication thriving?
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Do you have a mantra that worked for you?
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I read an interesting article of HBR on how do you help your team members who are feeling anxious about returning to office. Here are some do's and don'ts mentioned in the article
Do:
Don’t:
https://hbr.org/2021/07/help-your-employees-who-are-anxious-about-returning-to-the-office
What are your thoughts on this?
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WFH during Covid proved that you can trust your employees to get things done.
What are your thoughts on this? Do comment below.
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She used to work in a fin-tech company, and was a super-achiever, growing at a very fast pace in her career. And then, she got hit by imposter syndrome, the syndrome which makes you start doubting yourself and think that all your achievements are the result of lies.
Thankfully, she worked with a great people manager. This manager of hers did not just monitor her work performance, but understood her thought processes on a deeper level. They knew her ambitions, her career path, her goals in life. They knew that if she has started doubting her inabilities, its possible that she's going through a tough mental phase.
This manager started creating an environment of support around her. Recalling past successes and digging out the records of earlier successes (yes, they maintained a record of all small and big successes of every team member; and this habit came handy now) helped her a lot. Slowly, with support from experts and a supportive encouraging environment that was able to condition itself to her personal situations, she went back to being the rockstar she was.
Now, in this process, some more things happened. The other team members who could sense the added layer of positivity started performing better as well. This friend of mine went into a relationship and recently got married- she was able to get into that new relationship because of her enhanced positive frame of mind, created through this people manager.
Her husband has started a new company and is dealing with new challenges positively, creating an impact in the process. She is climbing up the fin-tech leaders and now working on creating something for the rural population of India.
Millions of Smiles.
All, because of that people manager.
This is the Butterfly Effect of People Management.
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Vision: SME Owner should have good long-term vision
Conviction: He should have strong conviction about his vision.
Mr. Narayan Murthy and his vision & conviction about INFOSYS buisness modal
Passion: He should have tremendous passion
Adaptability: The SME Owner has to ADAPT tremendously to different roles and situations as he / she grows from a IDEA to Start-up to Micro to Small and so on.
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The LARGEST people management challenge for SME Owner is to ATTRACT & RETAIN TALENT - While ATTRACTING due to various constraints GOOD TALENT is not getting attracted to SMEs.
As regards RETAINING - SMEs find it very difficult due to
A. Quality of Job Satisfaction and B. Rewards
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I came across an interesting article in HBR on what it takes to be a manager today.
https://hbr.org/2021/04/what-does-it-mean-to-be-a-manager-today
What are you doing to ensure your team looks up to as a Great People Manager especially in times of COVID?
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Dr. Shah has over 45 years of experience with hands-on Large Industry experience at senior level as a Senior Vice President, Vice President (Finance), General Manager - for 20+ years. He has also been Visiting Faculty to eminent Management Institutes.
For the past 25 years, he has been practicing as a Management Advisor to SMEs. Assignments mainly include Mentoring & Hand-holding of SMEs and SME Owners – for Growth Navigation. He has also authored a book \"What Indian SMEs Need”.
We invite all of you to share your thoughts and queries around people management, SMEs and integrating Business Planning with Financial Planning!
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The Covid pandemic must have shown the real meaning of CARE. I learned a lot and in true sense the actual caring for my team begins.
When no one comes for your rescue and treat you as a alien WHAT NEXT?
When it is a matter of life and death, WHO is your OWN?
This 4 letter word indeed has a deep meaning.
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As we move ahead into the future, which is not necessarily predictive, leaders will be those who empower others along the way.
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Who is taking care of the managers?
Manage self before you manager others.
“Adversities and obstacles are a part of life. Learning to overcome them and gaining strength from the experience is what true education is all about. It can only be achieved with a great team.”
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Femi said:
\"I have gone through four stages of happiness in life and finally I understood the meaning of true happiness.\"
The first stage was to accumulate wealth and means. But at this stage I did not get the happiness I wanted.
Then came the second stage of collecting valuables and items. But I realised that the effect of this thing is also temporary and the lustre of valuable things does not last long.
Then came the third stage of getting big projects. That was when I was holding 95% of diesel supply in Nigeria and Africa. I was also the largest Vessel owner in Africa and Asia. But even here I did not get the happiness I had imagined.
The fourth stage was the time a friend of mine asked me to buy wheelchair for some disabled children. Just about 200 kids.
At the friend's request, I immediately bought the wheelchairs.
But the friend insisted that I go with him and hand over the wheelchairs to the children. I got ready and went with him.
There I gave these wheel chairs to these children with my own hands. I saw the strange glow of happiness on the faces of these children. I saw them all sitting on the wheelchairs, moving around and having fun.
It was as if they had arrived at a picnic spot where they are sharing a jackpot winning.
I felt REAL joy inside me. When I decided to leave one of the kids grabbed my legs. I tried to free my legs gently but the child stared at my face and held my legs tightly.
I bent down and asked the child: Do you need something else?
The answer this child gave me not only made me happy but also changed my attitude to life completely. This child said:
\"I want to remember your face so that when I meet you in heaven, I will be able to recognise you and thank you once again.\"
What would you be remembered for after you leave that office or place?
Will anyone desire to see your face again where it all matters.
*It got me thinking. I trust it does same to everyone.*
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We are seeing the gender pay gap increasing and the % of women employed decreasing. This generally happens in case of recession, based on previous data, as in case of number of jobs reducing, it's the male that gets preference.
What should we do?
How can we use people management to make sure the blow of this problem is reduced, considering there are external factors not in our control leading to this?
Can we decode the power of people management and find some solution?
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A- Aspire to learn
N- No excuse to do
A- Aim to do
G- Give support to others
E- Environment Friendliness
R- Repetitiveness of good things
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Countries who stumbled , did not do so because of lack of understanding of strategy, they did because of lack of logistics.
Strategy is easy. Logistics is tough, but that is what wins the battle. Any General knows that.
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So, just got a thought on how Data Analytics is a creating boom in the recruitment process, it helps in identifying patterns using machine learning algorithms and predict employees who are most suitable for the required role.
It is giving more power to HR in various ways whether in terms of hiring quality candidates or creating diversity in work culture.
Having a large amount of data, it mainly ensures that you are working on some evidence-based information which then can help in predicting the hiring plans in the future.
Good to see that Data Analytics is helping in identifying trends in human-capital data that lead to better decision-making for HR.
In the coming time this will create more impact than now for sure.
What do you think? Do let me know.
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With the impact of COVID-19 on how we work and how we manage the people around us , Technology has played a key role in redefining and assisting the practices in the HR field. This is a great article looking at some of those efforts
Now, if you know the answer to this, you have solved a problem of subconscious biases. You may solve this in the comments below, and check with us if you are right.
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1616494221728WhatsApp%20Image%202021-03-23%20at%203.24.11%20PM.jpeg\")
Much of our daily work revolves around ensuring follow through on key processes.
Great leaders look and listen for opportunities to simplify inefficient processes and improve quality and service delivery.
Your team members will appreciate your efforts for continuous improvement.
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To ensure maximum productivity and involvement during virtual team meetings, we suggest the CCC framework. Read below to know more about the framework and how to apply it best!
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_16153467021041%20%285%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_16153467629052%20%284%29.png\")
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_16153467590183%20%286%29.png\")
To the strong,
To the fearless,
To the bold and beautiful,
To the fighters and lovers,
To the women who make a dream come true, every day.
#HappyWomensDay!
#GreatPeopleManager #WomenAtGMI #CelebratingWomenAtGMI
Find out which team members work better together, Assign challenging task to them and show confidence to inspire honesty, reliability and hard work. you can create bonds of trust when you build teams that foster long lasting connection.
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For people who are new to the phrase \"Emotional Intelligence\" it is nothing but the ability to identify, understand and manage emotions of oneself and that of your team. It is not a new concept but rather an elaboration of the phrase \"Empathy\".
The 5-Steps that can influence your team's success can be narrowed down to the following:
In summary having talented people is just part of the equation but the important part is to get them to work well together as a team.
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You can mark Task that are completed as Done on your Final Action Plan bringing attention to how you have progressed towards the goals.
This will also bring out the Task that are delayed; in which case you need to figure out why ? Find suitable solutions & then update the Action Plan accordingly.
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Action plans are useful because they give you a frame-work for thinking about how are you going to achieve target efficiently with your team-members support.
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Do not under estimate the Power of your Team...
In 2020 we broadly cross every milestone of achieving our GOALS even if it seems Impossible.
This Year learnt us that Nothing is IM POSSIBLE even the Word IM POSSIBLE says that I M POSSIBLE.
Think BIG, Believe in your self & Keep faith in Al Mighty.
Prakash Gangurde, West Region Manager, DB Schenker India.
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Give a smile once in turn you will see faces smiling at you. We should care whether the elderly, those less fortunate, or simply people we always meant to get in touch with.
Be a giver of love & Affection. A giver of care & inspiration, a giver of good vibes and strength.
Give more than you get.. everyday, everywhere, with everyone and always and you will be amazed by what you get in return..
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As a People Manager, I was under the notion that Agile Product Development teams can be better managed, only when they are co-located, but this 2020 has broken that!
With the help of Digital Meeting & White boarding tools such as Miro, I have been able to better organize the Agile Ceremonies and results are also great, although the team members are distributed, but in order to make this happen, I ensured that team members and I are closely connected by having check-ins with them more often.
To summarize, what I have learnt is, distance does not matter, when Managers have a constant check-in with their team members.
#Contest 2020
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What approach I can take or How I can think and identify a disruptive career growth path in place of incremental growth in the career?
Please Guide, If there is any framework is available which helps me to think and come up with the path for disruptive career growth?
Regards
Vikram Pal
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Take care of your team members, team will take care of your commitments.
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Hope all of you are doing well, wishing you and family a Happy New Year !
As per me, most important learning from 2020 which I would like to carry this year too is:
B A L A N C I N G
This word played important role in 2020, be it balancing work-life, career aspirations, society, humanity, health, etc. With help of this attribute I am sure we will be able to focus positively in all directions
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1. People are no longer working from home. They are living at work! So, honesty, transparency and empathy are more important than ever.
2. People leaders should be ambitious and aspirational and thinking about growth & higher impact all the time. Well, not for themselves, but for their people.
3. As a people leader, I should see my success through the success of my own people.
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Who knew that the odd quiz and some light humor would make everyone take notice ;-)
Hi
How many will agree that IOT will have a long run based on AI
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Nonetheless, it taught me and almost every one in my team to show gratitude to our family and celebrate our time with them. we will continue doing it in 2021 and so on.
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My team members listen to my feedback, but my peers do not. It's possible that I am being too blunt, but their work impacts my work too. And I would like to tell them very clearly where they are lacking. But despite being clear and blunt, I don't see an impact.
It is the responsibility of the leader to create a safe place to speak up. The problem is we don't realize how often we shut people up by our actions. For example if someone gives an idea and we laugh while that idea is getting shared giving the notion of a belief that the idea is frivolous, this will shut the person up for many more ideas, inputs and even feedback in the future.
Say \"Thank You\" more often. Mean it, feel it. Challenge the idea if needed, but not the person. Make people safe with their ideas, create a safe place.
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How do you measure success for you as a leader?
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","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"5f9813ebf327713ff8822b38","userId":"5e78c6977db8162410071e88","reaction":2,"createdAt":"2020-10-27T12:34:51.864Z"},{"_id":"5fb3555aebf5c826047f3beb","userId":"5f4f24de0ed8376903801d41","reaction":1,"createdAt":"2020-11-17T04:45:14.513Z"}],"isActive":true,"userId":"5d2c034a18517c0f20d339fd","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":"Special"},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","lastLogin":"2020-11-12T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"],"paymentSource":"Login using coupon GMISPECIAL100"},"personalInfo":{"name":"Ashwin Srivastava","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5d2c034a18517c0f20d339fd/CP2B7732%20Cropped%20%282%29.jpg0.564535433142076","company":"Great Manager Institute","gender":"Male"}},"_id":"5f980468f327713ff882283e","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shiv Khera ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5f4f24de0ed8376903801d41/Shiv-Khera.jpg0.9191825521529671","company":"Qualified Learning Systems ","gender":"Male"},"_id":"5f4f24de0ed8376903801d41","managerInfo":{"discount":{"feature":null},"communityBadge":["5f4f28e434dbebbe9fe390fe"],"managerModerationStatus":null,"badge":[],"userType":"H","paymentSource":"Login using coupon GMIBASIC100","lastLogin":"2020-11-17T00:00:00.000Z"}},"isActive":true,"postId":"5f980468f327713ff882283e","reactions":[{"timestamps":{"createdAt":"2020-12-15T10:45:28.704Z","updatedAt":"2020-12-23T06:43:47.135Z"},"_id":"5fd893c89b6cfd43459c82b6","userId":"5fa4ef729970d0035c406f78","reaction":1}],"thoughtText":"Challenges into opportunities that's a concept that have been there since start of time and will continue to be there as we go ahead. People managers are play a significant role in helping convert setbacks to comebacks. \n\nThe first thing which will help managers is Training. Its very important to understand that training should never end. All managers within the organization should undergo training programs irrespective of their designation. For example: Look at a company like Mercedez. To maintain a contract with Mercedez, one needs to undergo a 1 week “people” training. Similarly, with Government of Singapore, a cab driver applying for a license needs to undergo a “2 month” customer satisfaction training program.\nTraining is essential and it isn’t a one-time event. It’s a process that further needs sustenance and reinforcement.\n\nTrust is the other factor-\tA manager should be a good role model. The manager should understand that people development is a process and not an event. It’s like learning arithmetic in school. We had to practice it to master it. Thus its a slow process. \n\nTraing and Trust will help people managers help their employees convert setbacks into comebacks. \n\n\n","timestamps":{"createdAt":"2020-11-17T04:51:24.746Z","updatedAt":"2020-11-17T04:51:24.746Z"},"userId":"5f4f24de0ed8376903801d41","userType":1,"_id":"5fb356ccebf5c826047f3bf3"}],"visibility":2},{"timestamps":{"createdAt":"2020-10-07T12:45:47.534Z","updatedAt":"2020-10-07T12:45:47.534Z"},"postText":"Changing Performance reviews to reflect the remote work","postDescription":"In the pre-pandemic world, we always got to see the employees actively engaging in the office, which we don't have now. People aren't either engaged actively at work or socially (can't blame them to be on more calls).
How are the performance reviews changing to reflect these changes? Are employees feeling micromanaged if you ask or track too many details?
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","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"6322d249763a577abc586950","userId":"6274c9ddf62e58022272ffb4","reaction":2,"createdAt":"2022-09-15T07:20:41.915Z"}],"isActive":true,"userId":"5e8dbea778a4024378bd8b04","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","paymentSource":"Login using coupon GMISPECIAL100","lastLogin":"2020-11-03T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"]},"personalInfo":{"name":"Shivangi","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5e8dbea778a4024378bd8b04/userProfile9046bedafe","company":"GMI","gender":"Female"}},"_id":"5f6c71ec51cea47376db5573","topThoughts":[{"userDetails":{"personalInfo":{"name":"Dalreen","company":"GMI 2","gender":"Female"},"_id":"5e74eb5a6e85546f6fe35e45","managerInfo":{"discount":{"feature":null},"managerModerationStatus":null,"badge":[],"userType":"H","paymentSource":"Login using coupon GMIBASIC100","lastLogin":"2020-11-17T00:00:00.000Z","communityBadge":[]}},"isActive":true,"postId":"5f6c71ec51cea47376db5573","reactions":[{"timestamps":{"createdAt":"2020-10-29T13:17:56.453Z","updatedAt":"2020-10-29T13:18:09.233Z"},"_id":"5f9ac104eedfdd317393fee8","userId":"5db19eb8600f155ed1c770a6","reaction":1}],"thoughtText":"This is a challenge all of us are facing. Its hard enough even in person and in the virtual context not having visual cues is tough. What has helped me personally is to try and do as many video calls as possible, ask people to keep videos on at least when they are talking, summarise to make sure I've understood what the other person is saying. ","timestamps":{"createdAt":"2020-10-19T04:51:53.415Z","updatedAt":"2020-10-19T04:51:53.415Z"},"userId":"5e74eb5a6e85546f6fe35e45","userType":1,"_id":"5f8d1b6943c558312fb1ba9a"}],"visibility":2},{"timestamps":{"createdAt":"2020-09-24T06:11:51.278Z","updatedAt":"2020-09-24T06:11:51.278Z"},"postText":"Question for Mr Prasenjit Bhattacharya","postDescription":"How can placebo leadership have an encouraging impact on managers in times of uncertainty?
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"5f6c721951cea47376db558c","userId":"5e8dbea778a4024378bd8b04","reaction":1,"createdAt":"2020-09-24T10:16:57.831Z"}],"isActive":true,"userId":"5ebb8f2e836a9f4b79a5b2b2","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"managerModerationStatus":null,"badge":[],"userType":"IH+DL","lastLogin":"2020-07-13T00:00:00.000Z","communityBadge":[]},"personalInfo":{"name":"Karmin Katpitia","company":"GMI","gender":"Female"}},"_id":"5f6c38a751cea47376db505d","topThoughts":[{"userDetails":{"personalInfo":{"name":"Prasenjit Bhattacharya","company":"Great Manager Institute","gender":"Male"},"_id":"5c9b663e639cb45d021f9bd0","managerInfo":{"discount":{},"managerModerationStatus":"audit_in_progress","badge":[],"userType":"M","lastLogin":"2020-10-29T00:00:00.000Z","communityBadge":["5f3b55ba34dbebbe9fce3c30"],"paymentSource":"Login using coupon GMISPECIAL100"}},"isActive":true,"postId":"5f6c38a751cea47376db505d","reactions":[],"thoughtText":"Placebo essentially means something that makes an impact, simply because of the belief that it will.\n\nPlacebo leadership has two components:\n\n1. A leader's ability to see and believe in the potential of his/her people, even when it is not backed by past performance.\n\n2. A leader's ability to demonstrate empathy ie understand what people are saying, but also what they feel.\n\nIt works because during times of crisis and uncertainty, more than ever, people need to know that their feelings are understood, and they need to feel confident about overcoming the uncertainty.","timestamps":{"createdAt":"2021-01-12T12:06:16.337Z","updatedAt":"2021-01-12T12:06:16.337Z"},"userId":"5c9b663e639cb45d021f9bd0","userType":1,"_id":"5ffd90b84fcb4a2e4be22172"}],"visibility":2},{"timestamps":{"createdAt":"2020-09-18T10:24:50.570Z","updatedAt":"2020-09-18T10:24:50.570Z"},"postText":"Manager Mantra: Ministry of Fun","postDescription":"They say \"All work and no play makes Jack a dull boy\" and we agree with it.
Hence we have brought in a \"fun\" mantra today. Steal it with pride and do tell us how it worked! 🙂
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1600424672897GMI%20Social%20Media%2025%20-%20Manager%20Mantra%20-%20Ministry%20of%20Fun%2016.09.2020.png\")
Put on your thinking caps and let us know if you have a solution to the challenge Tara is facing. 🙂
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_15998097347230.jfif\")
What are the qualities required to Survive and Excel in 2020 and 2021 as a Leader and extract better performance from team ?
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"5f5de1539c748a2b6b1f7c13","userId":"5d2c034a18517c0f20d339fd","reaction":1,"createdAt":"2020-09-13T09:07:31.680Z"},{"_id":"5f61aae272c68a20deb49279","userId":"5f4f24de0ed8376903801d41","reaction":1,"createdAt":"2020-09-16T06:04:18.354Z"},{"_id":"5f6831818a1c436cd1e7f303","userId":"5c9b23de9fd885288b7aecfc","reaction":2,"createdAt":"2020-09-21T04:52:17.627Z"}],"isActive":true,"userId":"5f58979811f4390d105202a0","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"communityBadge":[],"managerModerationStatus":null,"badge":[],"lastLogin":"2020-09-09T00:00:00.000Z","userType":"IL+CH+DH","paymentSource":"Login using coupon LEADER"},"personalInfo":{"name":"Dinesh Malviya","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5f58979811f4390d105202a0/IMG_20180905_120041%20%282%29.jpg0.3298832592885812","company":"Skytech Systems India Pvt Ltd","gender":"Male"}},"_id":"5f58a13111f4390d105202c8","topThoughts":[{"userDetails":{"personalInfo":{"name":"Shiv Khera ","profilePic":"https://media.greatmanagerinstitute.com/profilePics/5f4f24de0ed8376903801d41/Shiv-Khera.jpg0.9191825521529671","company":"Qualified Learning Systems ","gender":"Male"},"_id":"5f4f24de0ed8376903801d41","managerInfo":{"discount":{"feature":null},"communityBadge":["5f4f28e434dbebbe9fe390fe"],"managerModerationStatus":null,"badge":[],"userType":"H","paymentSource":"Login using coupon GMIBASIC100","lastLogin":"2020-11-17T00:00:00.000Z"}},"isActive":true,"postId":"5f58a13111f4390d105202c8","reactions":[{"timestamps":{"createdAt":"2020-09-17T04:41:30.417Z","updatedAt":"2020-09-17T04:41:30.417Z"},"_id":"5f62e8fa72c68a20deb49b87","userId":"5d2c034a18517c0f20d339fd","reaction":1},{"timestamps":{"createdAt":"2020-09-21T04:52:23.476Z","updatedAt":"2020-09-21T04:52:23.476Z"},"_id":"5f6831878a1c436cd1e7f305","userId":"5c9b23de9fd885288b7aecfc","reaction":2},{"timestamps":{"createdAt":"2020-09-24T05:45:05.791Z","updatedAt":"2020-09-24T05:45:05.791Z"},"_id":"5f6c326151cea47376db4fc4","userId":"5e84590de307231c211a20a6","reaction":1},{"timestamps":{"createdAt":"2020-10-29T13:20:18.336Z","updatedAt":"2020-10-29T13:20:18.336Z"},"_id":"5f9ac192eedfdd317393feec","userId":"5db19eb8600f155ed1c770a6","reaction":1},{"timestamps":{"createdAt":"2020-11-02T11:19:50.344Z","updatedAt":"2020-11-02T11:19:50.344Z"},"_id":"5f9feb56101878128306001f","userId":"5f9fe5d9101878128305ffb3","reaction":1},{"timestamps":{"createdAt":"2021-01-12T08:53:16.380Z","updatedAt":"2021-01-12T08:53:16.380Z"},"_id":"5ffd637c4fcb4a2e4be217c4","userId":"5fa4ef729970d0035c406f78","reaction":2},{"timestamps":{"createdAt":"2022-09-23T11:20:42.320Z","updatedAt":"2022-09-23T11:20:42.320Z"},"_id":"632d968afa3fbb79d7675c97","userId":"5c9b663e639cb45d021f9bd0","reaction":1}],"thoughtText":"Dear Dinesh , \n\nFor leaders it is very important to understand how to boost morale of their team during this time of crisis and managing teams remotely. \n\nI would say its very important for leaders to undergo training and development courses themselves which equips them to be better leaders in these challenging times. \n\nWhen we talk about employees, it is very important for the organization for build morale for the employees , create momentum and maintain it. This is very important to establish the culture of the organization and in turn create a positive mindset for the employees. \n\nI hope this answers your question. \n\n","timestamps":{"createdAt":"2020-09-16T06:01:31.087Z","updatedAt":"2020-09-16T06:01:31.087Z"},"userId":"5f4f24de0ed8376903801d41","userType":1,"_id":"5f61aa3b72c68a20deb49266"}],"visibility":2},{"timestamps":{"createdAt":"2020-09-09T05:59:18.611Z","updatedAt":"2020-09-09T05:59:18.611Z"},"postText":"Manager Mantra: Blind Date","postDescription":"An interesting Manager Mantra to acquaint team members!
What are some practices that you have been following to ensure collaboration? State in the comments below. 🙂
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e88559c6b95af513e821cff_1599631131402GMI%20Social%20Media%2024%20-%20Manager%20Mantra%20-%20Blind%20Date%2031.08.2020.png\")
Commitment is different from promise. I would like to know what is more important as a leader and why. I have seen leaders on both sides and hence its good to know what Shiv Khera himself thinks of the same.
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I will be answering some important questions on people managerial capabilities and inspiring people to realize their capabilities of being a Great Leader.
As I always say \"Winners don't do different things, They do things differently\"
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I really like this article by the CEO of Quora who speaks about the pros & cons of going remote, and why are they still retaining their offices while being a \"remote-first\" company. He even speaks about hiring a \"Head of Remote\" to manage these changes.
Can companies making a pure-digital product go remote forever? Look forward to some intelligent thoughts from the community.
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Along with the same, we try to virtual coffee breaks, wherein we discuss ideas and interests other than work, to break the monotony.
It helps in bonding with the extended family other than the immediate one, and also helps in alleviating stress, that can be built up just by staying at home.
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https://menaentrepreneur.org/2020/08/5-best-ways-to-reward-your-remote-staff/
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\"Back when you worked at an office, maybe your family dropped by to visit you or you regularly took work home. Or you may have tried to separate home and family, taking work-related calls at work and family-related calls at home. These preferences — known as integration and segmentation — are key factors in the ways we navigate our daily boundaries. Integrators, as the first example above demonstrates, tend to blur work-family boundaries; segmentors, on the other hand, strive to preserve clear ones\"
https://hbr.org/2020/07/building-work-life-boundaries-in-the-wfh-era
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How effective are these?
Do you believe in company-organized learning avenues or wish for a specific budget allocated to each employee so that it can be used in manners suitable to them (for learning purposes only)?
Share your thoughts in the comments section!
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positivepsychology.com/mindfulness-at-work at your work
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We should aim to make this thread of thoughts an expert deep dive into all aspects of the policy, so that we can help decide the path of India Inc. and its managers on this matter.
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One of the managers associated with Great Manager Institute did. They realised why many of the team members do not wish to switch on their videos during important calls that would work better with videos. He was able to do so by having candid communication with team members individually.
Office has been an equaliser for many. It’s highly possible that a senior manager may live in a cramped up 1 RK with leaking walls while their juniors may live in a house with a balcony (a high end luxury in Mumbai). And this new work from home scenario subtly starts establishing the class divide for many. It may even impact the confidence of many.
The solution employed by this manager was mandatory virtual background, and that too interesting ones with new themes everyday.
How much time did it take to implement this action? - 5 minutes (after hours of candid communication)
How much impact did this action make?
Productivity Increase- Significant
No harm in confidence of some of the team members- Invaluable
This is what great managers and leaders can do- over and above what the organisation asks them to do.
We complain about the ineffectiveness in conducting a lot of tasks online as compared to in-person discussions or meetings.
Just read an article on the 3 tools that actually function better remotely -
https://hbr.org/2020/07/3-things-virtual-meetings-offer-that-in-person-ones-dont
Happy reading!
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Being a creative leader is about bringing out the creative potential of the team and giving them the space to think differently. It's about letting teams brainstorm, suggest ideas, and then funneling them back into the corporate R&D systems. Do you agree with this?
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If you are a user of the GMC Platform, you will be able to access this: https://app.greatmanagerinstitute.com/manager/manager-dashboard/learning-and-development/5f10181834dbebbe9fa2d1fd/main
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https://www.workamajig.com/blog/collaboration-habits-of-managers
Happy Reading :)
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Manager Mantras"],"reactions":[{"_id":"5f1e5a3414b3e64d3c07d73e","userId":"5e78c6977db8162410071e88","reaction":2,"createdAt":"2020-07-27T04:38:12.048Z"},{"_id":"5f3a0dfbe3537a12674c9e0c","userId":"5e748db926ab446bce238c20","reaction":1,"createdAt":"2020-08-17T04:56:27.961Z"}],"isActive":true,"userId":"5e9d2641dda5712353f06a0a","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"managerModerationStatus":null,"badge":[],"userType":"H","paymentSource":"Login using coupon GMIBASIC100","lastLogin":"2020-08-14T00:00:00.000Z","communityBadge":[]},"personalInfo":{"name":"Akshita Mehta","company":"Great Manager Institute","gender":"Female"}},"_id":"5f0e8b508dc56740b0040632","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2020-07-13T04:58:23.518Z","updatedAt":"2020-07-13T04:58:23.518Z"},"postText":"How can we drive accountability in remote teams?","postDescription":"In the current scenario of Work from Home or Remote working, Managers seem to be grappling with the following questions -
How do I ensure regular project updates?
How can I track individual and team deliveries?
How do I know members are utlizing their time effectively?
How can I drive each team member towards individual accountability?
Please share any best practices that you are following to address accountability concerns.
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"5f3a0e00e3537a12674c9e12","userId":"5e748db926ab446bce238c20","reaction":1,"createdAt":"2020-08-17T04:56:32.721Z"},{"_id":"6316d3e3fa11d15b5e16b20f","userId":"62f3ac13a58db76eb69001a3","reaction":2,"createdAt":"2022-09-06T05:00:19.972Z"}],"isActive":true,"userId":"5e844847e307231c211a206b","userType":1,"userDetails":{"managerInfo":{"discount":{"feature":null},"managerModerationStatus":null,"badge":[],"userType":"H","paymentSource":"Login using coupon GMIFREE100","lastLogin":"2024-11-19T00:00:00.000Z","communityBadge":[]},"personalInfo":{"name":"Maithily B","profilePic":"https://media.greatmanagerinstitute.com/assests/images/profile/user_1.png","company":"Great Manager Institute","gender":"Female"}},"_id":"5f0be9ef4d5836216f5025d9","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2020-07-13T04:52:30.975Z","updatedAt":"2020-07-13T05:01:42.654Z"},"postText":"How is leadership a Contact Sport","postDescription":"Learn from our ambassador Dr. Marshall Goldsmith how leadership is a contact sport!!
","bookmarksUsers":["63cf7dfb44240c58708109a1"],"tags":["Question"],"reactions":[{"_id":"5f3a0e02e3537a12674c9e14","userId":"5e748db926ab446bce238c20","reaction":1,"createdAt":"2020-08-17T04:56:34.841Z"}],"isActive":true,"userId":"5ebb8f2e836a9f4b79a5b2b2","userType":1,"userDetails":{"managerInfo":{"discount":{"code":null,"feature":null},"managerModerationStatus":null,"badge":[],"userType":"IH+DL","lastLogin":"2020-07-13T00:00:00.000Z","communityBadge":[]},"personalInfo":{"name":"Karmin Katpitia","company":"GMI","gender":"Female"}},"_id":"5f0be88e4d5836216f5025b6","topThoughts":[],"visibility":2},{"timestamps":{"createdAt":"2020-07-13T04:50:31.750Z","updatedAt":"2020-07-13T04:50:31.750Z"},"postText":"How can we improve our remotely working strategy ?","postDescription":"
In the technology team, there are so many things to discuss and sometimes it's so hard to communicate over remotely.
Please suggest some more remote working strategies to reduce this type of problem?
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Commit to one honest, meaningful conversation a week with each team member. Just how a game of Chess involves multiple pieces that move uniquely on the board, yet all are required in their individual capacities to win, discover what is unique about each person in your team, and capitalize on it.
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This is a short and interesting activity.
Share an e-newspaper or magazine with the team, and ask them to mark ten headlines that could be related to the company in the future.
Headlines like “World’s best place to work,” or “How this company changed the world” are good examples.
This helps you to understand each member’s goals and expectations from the company. You can even compare each choice to analyze differences in commitment or priorities!
Any other activity do want to share?
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What should be done?
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We narrowed down on some key drivers of managerial effectiveness viz-a-viz employee perspective and came up with recommendations to maintain a health virtual workplace environment.
Sharing the report link below for our managers to gain some interesting insights on employee engagement and productivity:
https://drive.google.com/file/d/1czXssQlaKDwFlJZ0CcwcKyMuOj0zq6qg/view?usp=sharing
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It was a very much exciting journey of learning and will help us to put the best as a People Manager.
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However, it also forced organizations and leaders across the world to adopt a new way of approaching working and engagement at the workplaces.
Sharing an interesting article on how this pandemic has actually brought out the human element in organizations and has led to higher employee engagement-
Happy Reading :)
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In the post COVID world Leadership as a concept is something which will be put to test. Great Leaders and Great Organizations are the ones which will shape the future.
It is thus important to understand why Leadership and people management knowledge is something which individuals these days have to incorporate in their day to day lives.
Learn from Simon Sinek on how to be a leader ?
I recently came across this practice conducted by a CEO, wherein he gives every member of his team an opportunity to don his hat and make all decisions on his behalf for an entire day. This practice not only empowers the person, but also gives her/him an important insight into striking a balance between power and inclusiveness.
For the CEO, it helps him create a culture of entrepreneurs and a well-rounded second line.
I believe this practice can be applied by managers at all levels - not only to boost motivation but also give their teams an added sense of responsibility and a peek into their probable future role.
Is this something you'd be willing to try with your teams?
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You may have been a mediocre manager in the past, this is the time to be a great people manager.
Hotlines:
To maintain transparency during these times, an organization has developed \"hotlines\" wherein employees can dial-in and raise any queries about the present and future of the organization. HRs usually respond to these queries and allay fears in the minds of employees.
Weekly Bulletins:
The organization releases weekly bulletins to give a view about what's happening inside the organization on the business front and what's happening externally on the global pandemic. When employees know what's happening on the business front, it usually builds confidence.
10 calls a day:
Leaders dial up 10 employees across the organization daily, simply asking them how they are, what have they been doing and maintaining communication on a day-to-day basis.
This matrix of communication ensures that everyone feels connected - and concerns, if any are allayed at the very moment.
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On a regular basis, I ask my team members to list down a number of skills they think they are good at. They should talk about all their skills and positive habits, something as simple as getting up early in the morning.
I then work with them to connect these points together to show how the coming together to many of these points leads to they becoming a better people manager.
The entire aim of this practice is to help the team members realize their true abilities.
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What is the best way to work with team members who display emotional fragility?
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Are there evidences that show I can do better in my goals if I am a better people manager? For example, one of my goals is to retain my customers. How can I do the same using people management?
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What is the future of tech support as a career, with the advancement of AI in technology and automation?
Will AI replace tech support?
![](\"https://media.greatmanagerinstitute.com/communityUploads/5e78c6977db8162410071e88_15857468837304x4-2.jpg\")
It is generally seen that techies want to keep on focusing on their domain related work, and not give enough time to people management.
I have seen techies choosing not to take a people managerial role so that they can avoid the complexities that come with the role?
What does this community say about this?
Is the fear of taking up a role in people management justified?
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In such a case, what should a manager do to ensure that their team members remain motivated? This is assuming company level communication has already been done.
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Any other suggestions to beat Monday Blues?
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What can I do to keep them motivated and engaged?
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