Getting ideas across

Published: The Hindu
On: June 06, 2012
At: Hyderabad, Chennai

To read The Hindu's online version, click here.

Do you like to know the ‘why' of everything? Do you challenge the conventional wisdom that says innovation isn't vital to your company? Do you wish to introduce small doses of unconventional strategy or present ways to look at your business differently? If so, are hurdles and bureaucracy blocking new ideas from coming to fruition? If you have been nodding your head all along, consider these possibilities to navigate around the blocks and accelerate your career quickly.

Learn to sell: Make the word ‘sales' an invaluable part of your skill set. Why? To introduce a new idea or process in your organisation, you need to sell it to your colleagues and superiors.

After all, this change costs money and it isn't absolutely guaranteed to work. If you want to instantly stand out, win the top executives' trust and get things done, then you are chiefly dependent on your sales skills. 

So, be ready to sell. Ensure that you are adjusting your communication style, attitude and approach as preferred by your manager.

Strategise: Make sure your organisation is ready for the kind of expansion or change you are looking at. Be deliberate, plan and practice your pitch and make sure your timing is right.

Anticipate and prepare for the most probable objections. Build support for your ideas. You may also turn towards your colleagues who can offer constructive feedback and make sure that you are effectively addressing each issue.

Try reaching the top decision makers and get their approval. Perhaps, you can enlist the support of colleagues who are in your manager's good graces.

Or, even package your idea to make it look less innovative. Maria Paul, Data Analyst at Data Monitor says, “Don't overwhelm your manager with information. However, be prepared to elaborate further. Ensure you have done your research and are backed with facts and statistics.”

Specify outcome: Clearly and concisely articulate the benefits of using your idea. Explain how your idea can support the company's objectives.

For this, walk awhile in your manager's shoes - yes, you have heard this one before - see his or her problems, needs, goals, budget, timelines, returns on investments, and so on. Take the time to learn what is going on and understand what you are up against. Be sensitive to his or her needs.

Focus on the outcome rather than you or your idea. In your pitch, address the specific concerns confirming that your manager and organisation's issues are also priorities for you. This way, you will receive fewer objections and be commended for thinking of the big picture.

Persevere: Perseverance is important if you want your ideas to be executed. Now, optimism goes hand in glove with perseverance as well. So, get used to the idea of occasional failures and move past the unfounded fear of rejection. Everyone fails.

Accept it. Look at it as part of your learning curve. At times, we have to try, and fail, until we discover what works. Stay focused even though the temptation is high to give up. As Maria suggests, “Be positive and buy your time. Maybe the situation will change, your boss may change jobs, and you will then be able to sell your idea.”

Move on: When all else fails, it is time to pick up your bags – literally and figuratively - and look for organisations that support creativity and innovation.

Making a move might be a distressing prospect, but if staying in a toxic environment is killing you, listen to your intuition and make the leap. Maybe, even start your own entrepreneurial venture. There is no dearth of possibilities when you choose to persist. Good luck!

Avoid being the perfectionist

Published: The Hindu
On: February 8, 2012
At: Hyderabad, Chennai

To read The Hindu's online version, click here.
Do you settle for nothing less than perfect? Are you taking a lot of time over trivial matters and missing deadlines? Are you hard on yourself? Do you hate making mistakes? Do you believe you must be perfect for everything to work out fine? If so, you may be a perfectionist.
Perfectionism is laudable. However, beware it is vicious and corrosive as well. Being a perfectionist is no fun. With outstanding demands and high expectations, quite often, a perfectionist earns the title of a ‘workaholic'. As Meha Ved, online content manager at Electronic Arts says, “A perfectionist takes longer time than a practical person to fulfill a commitment and achieve the same level of responsibility.”
Quite often, perfectionists are so focused on being conscientious, orderly and attentive to detail that they end up with problems such as procrastination, controlled behaviour, missed deadlines and ultimately low productivity. Perfectionism places unrealistic demands on both the individual and the organisation as a whole. Meha Ved further points out, “A perfectionist finds it difficult to adjust to the average team mates. He may not accept their proposals unless he is fully convinced, thereby not being a good team player.”
Perfectionism can also take a toll on your health. You may be vulnerable to a host of unnecessary health issues from depression, loneliness, social anxiety to anger, frustration and impatience.
On the flip side, if this trait is used where it is most valued and turned off when not required, it can do wonders to your career graph. Needless to say, perfectionism with pragmatism is a tricky blend. Yet, it is crucial. As Shilpa Yalamanchili, an account executive at Hanmer MS&L points out, “While perfectionism is good, it becomes bad when taken to an extreme.” Here are some strategies to avoid the perfectionist mistake:
Prioritise: Prioritise your tasks. Mark the importance of each task: H for high, M for medium and L for low. Concentrate on completing the high priority task first. Break it into small incremental goals.
Eliminate unnecessary goals and be realistic about it. Don't set yourself up for failure. Set timelines and stick to it. What is it that needs to be done immediately? What can wait for next week? Re-prioritise if necessary. This gives you a sense of control over the situation.
Focus on process: Instead of getting lost in the outcome of your efforts, focus on the process of accomplishing a task. Let not the relentless pursuit of the ultimate goal become a burden for you. Look for the bottlenecks in the entire process and solve them first thus creating opportunities to boost your performance.
Seek help: Approach your colleagues or boss. Ask for feedback. Most likely, the report you just completed is not as awful as you imagine. Delegate when deemed appropriate. Reassign a part or an entire project to your subordinate.
This allows you to focus on important tasks. Coaching can also be used to identify self-defeating thinking patterns and substituting them with self-enhanced thinking. Thus resulting in a change in the way you perceive things.
Self-talk: When you are beating yourself up for showing a less-than-perfect performance, talk yourself out of it. Focus on acknowledging the positive part of the performance.
Consider that your way might not be perfect. Shift your approach. Find your own worth in yourself rather than fishing for praise from others.
Be practical and realise that worrying about trivial issues only leads to a waste of your time and energy. As Shilpa Yalamanchili adds, “There is no sense in having a tunnel vision. Accept criticism, learn from your mistakes and move on.”
Relax: Take it easy. Drop your guards and be yourself. Learn to put up with life's frequent imperfections. Relish the chance of knowing something new. See mistakes as learning opportunities. Understand that everyone does not have your same stellar standards.
Give yourself the go-ahead to accomplish something the only way one can in a real world, imperfectly.

Overcome career anxiety

Published: The Hindu
On: January 25, 2012
At: Hyderabad, Chennai

To read The Hindu's online version, click here.

You always loved going to work. But one day you suddenly realise that you no longer feel the same about your work.
You are feeling stressed and burned out. You are no longer sure if you are in the right job. In fact, you hate your job and worse, you do not know what to do about it. You are going through career anxiety!
A bout of anxiety can take a toll on your mental and physical health. It often includes nervousness, sweating, trembling, tiredness and sleep problems.
It can leave you feeling apprehensive and uncertain, paralysing you into inaction. It can affect even those people around you. Let's look into possible reasons for such anxiety.
Social networking: Do you have a Facebook page? Or, do you tweet? How about LinkedIn? Chances are you have all of the above.
No doubt it is a great tool for networking, sharing your thoughts and keeping in touch with friends and family around the world. However, there is a downside to social networking. Comparison with friends through such sites makes people doubt and regret if they have done enough.
As Minal Jain, an employee at a call centre says, “When I see my classmates having foreign vacations, I feel distressed that I have failed in my life.” This kind of negative comparison and dreams that have failed to materialise bring in career anxiety.
Money: As society defines success by our job status, materialistic gains and money, people tend to become so busy making a living that they forget to make a life. Sometimes, individuals tend to compromise their interests for money. They are so caught up in the day-to-day life that they get only empty victories. There is a disconnect between what they want and what they have. This leads to career anxiety.
Economy: The volatile economy is taking a toll on everyone. The uncertainty and layoffs in jobs have led to an increase in career anxiety. As Mehul, an employee in a reputed software company puts it, “I always fear losing my job. I can't help but carry this stress home”.
It's important to get a handle on your anxiety before it spirals out of control. Here are some ways to deal with it.
Join social activities where you can let your guard down and relax. Share ideas and thoughts with different people from varied backgrounds. Take up hobbies that interest you, for example, music, pottery, calligraphy and yoga, or sports activities such as cricket, tennis and badminton. Pick up your iPod and jog to the nearby park. Watch motivational movies and documentaries.
Experiment with new things. Seek out opportunities to discover new and old passions. One good way of following your passion is moonlighting with your day job. Enjoy the challenge of learning something new and meeting new people. If you get an opportunity, relocate yourself. This way you will continue to challenge yourself and avoid the feeling of being lost.
You may also talk to your boss and make changes in your job profile. In addition, you can further your education and avail training programmes to upgrade your skills.
Spend at least an hour with yourself. Do self interrogation. Are you following your passion? Are you doing what you love to do? Embark on a truthful personal inventory of what you want from your career and where you really want to head. Without doubt, individuals who love their work are happier than people who don't. Acknowledge your feelings of insecurity. Identify the source. Talk about your anxiety to someone you feel comfortable with.
Just talking about your worries can make them seem less frightening. If talking about the problem or relaxation techniques don't work, seek professional consultation such as with a psychologist or career coach.
Starting now, spend more time pursuing your passions and less time on those things that don't feel right for you. Good luck!

Difference between coaching and mentoring

Published: The Hindu, India
On: January 18, 2012
At: Hyderabad, Chennai

To read The Hindu's online version, click here.


If you think coaching and mentoring are interchangeable terms, think again. Yes, there are enormous overlaps, and yet they are two different terms. Let's look at them in detail:
Meaning:
Mentoring is an informal relationship between two professionals based on trust, open communication and mutual respect. The mentor's advice, experience, skills, wisdom and involvement leave an indelible mark on the life of the mentored person.
Mentoring happens through examples, impromptu counselling and the free-flowing exchange of thoughts and ideas. It facilitates personal and professional growth in an individual. It also creates one of a kind opportunity to network with professionals in your field. A mentor's essential qualities include:

• Experience in the field
• Ability to communicate that experience
• Willingness to do so
• Special interest in helping another person
• Finding joy and fulfillment in the success of another person

To cite Oprah Winfrey, “A mentor is someone who allows you to see the hope inside yourself”.

On the other hand, coaching is a management term to define development of employee expectations. It is about helping someone to focus on specific goals. A coach is most commonly an external person hired by the HR department of an organisation for a specific period of time. A coach helps to sharpen skills and overcome hurdles to better performance.
A coach is not necessarily a senior person sharing experience or passing on advice. Instead, observation, questions, analysis and unbiased feedback are used to facilitate the learning process. A good coach provides feedback and motivates you to establish your own actions to move forward. To cite John Russell, a prominent Hollywood star, “I never cease to be amazed at the power of the coaching process to draw out the skills or talent that was previously hidden within an individual, and which invariably finds a way to solve a problem previously thought unsolvable”.
The difference:
Both coaching and mentoring have their own uses and a wise manager or management knows the difference and makes the best use of either depending on the situation. Mentoring works best when an experienced, talented professional assists another professional who is an entrant in a new job position or needs to acquire new skills and competencies as a manager. Research suggests it is useful for retention of employees in an organisation. Mentoring suggests to the employee that the organisation supports their professional growth and development. It creates a workplace culture that encourages everyone in the organisation to share their knowledge and collaborate.
Coaching is useful for individuals who need to focus on a specific goal in professional development or improve their effectiveness, are in transition from one role to another, start or expand a business, to identify and achieve personal goals or achieve financial freedom. It can also help organisations move towards a responsive, committed and flexible way of working.
Both coaching and mentoring can work best when the mentee or client is open-minded and has the passion and the will to learn and succeed.
Duration:
Depending on what the end goal is, coaching sets a limited amount of time for accomplishment; whereas mentoring helps the mentee to grow holistically therefore allowing the mentee to develop at his own speed.
Rewards:
Typically, mentors don't charge for their services. They believe in you and have been there and done that and are enthusiastic to share their experiences. However, mentors can benefit as much as their mentees or more during the process of sharing insights and various skills. Tremendous learning and development takes place thus keeping mentors on top of their field and gain the satisfaction of seeing their mentee succeed.
Mentoring is also an excellent way to increase productivity and discover talented individuals. For instance, the mentor can help a new employee familiarise himself with the work culture. Effective training solutions can be made to meet the needs of the organisation.
A coach is usually hired by an organisation to work with individuals or a team. The organisation and the learner is the ultimate benefactor of the coaching. Coaching encourages, inspires, nurtures and brings out the best in employees.
Deciding if you need a mentor or a coach is up to you. Both, coaching and mentoring allow you to accomplish your full potential. While a mentor can be your guide in the confusing jumble of your organisation or field, a coach helps you to speed up your efficiency and achieve your goals.
Choose a mentor if you feel the need to have an advisor or guide, who can nurture you under his or her wings. It's a good idea to find a mentor from your organisation who is well respected, experienced and shares your values. However, if you wish to focus on specific goals, or you have reached a point where you need to develop in your own unique way, hire a coach. Coaching is performance focused centering on an employee. Whether you choose coaching or mentoring, the result is an organisational change with transformation in the culture and increase in productivity.

Mentoring makes the unlearning process smooth

Published: The Hindu
On: December 14, 2011
At: Hyderabad, Chennai

To read The Hindu's online version, click here.

Amit is working for the same company for 10 years. Recently, the company was bought over by another company. Now, he has a new boss. His world has changed. The new boss has a fantastic vision about the future of the company. Amit has now embarked on the long road of unlearning with its twists and turns. He realises that the processes and business strategies previously used are not necessarily correct. He is challenged to forget what made him successful in the past. He is now living new values and thereby adapting to change.
What is unlearning? Essentially, unlearning is stripping off the old, obsolete knowledge acquired over a period of time. It involves learning something new. Additionally, there is a change in the belief system. The base belief is changed and altered to a new belief, resulting in new thinking, new action and new outcome.

Relearning involves meshing new ideas with the original concepts thus creating new ways to increase productivity. As Ankush Ved, Managing Director of Allied Agencies reflects, “There is more wisdom in unlearning than in learning. It is a must for anyone who wants to survive in this constantly changing world.”

Benefits of unlearning and relearning:

• Helps to stay one step ahead of others
• Keeps pace with the growing needs of the competitive world
• Seize opportunities

The well known futurist writer, Alvin Toffler has rightly said, “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn”.
So, how does one unlearn and relearn? You can attend conferences, seminars and training programs on change management that enables you to remove the barriers to change.
The exposure allows you to let go of deeply held beliefs and assumptions. Executive Coaching also helps you to identify your emotional and behavioural patterns that reflect in your work. For example, Rohit Kalkar, an executive in a payroll processing company says, “I have always felt that whatever I do is not good enough.”
Also, mentors are the most qualified people to expedite a mentee's process of unlearning and relearning. Ideally, mentors are role models with plenty of common sense and positive outlook. They probe, challenge and push to excel. They love to teach about their field of interest and about life.
Encourage and motivate
As a mentor, motivate your mentee to think in new and different ways. Instead, of a ‘fix it this way' solution, instill courage and confidence to face the challenges. Encourage the mentee to periodically visit websites relevant to his field, and read books and industry publications. It is a good idea to attend seminars on change, culture and innovation. One need not step outside the house to update one's skills. There are courses that can be taken for free. For example, MIT OpenCourseWare is a web-based publication that offers free online courses in various fields: Health, Mathematics, Engineering, Arts and Management.
Sharing experiences and insights about your failures is another way you can help your mentee to gain insight about building resilience.
Action plan
Mentors can help the mentee to list out actions required to achieve the goal. Analyse which actions are necessary for the outcome and remove the ones that are not required. Set the timelines for each action. Revisit the plan periodically and reprioritise, if necessary.
Support
As a mentor, it is important to serve as a sounding board to pitch ideas. Show understanding when the mentee expresses ideas or thoughts. It enables the mentee to figure out where he is going, his long term goal, how he will achieve them and how far he has progressed. Be genuinely interested in the mentee and give him constructive feedback. The experience you gain as a mentor enhances your professional growth. Furthermore, it gives you a fresh perspective on your performance. It may help you take a critical look at the areas that need unlearning.

Perhaps Stephen R Covey said it best, “The way we see the problem is the problem”. The key is to have an open mind and recognise the need to unlearn.

It's a woman's world, indeed!

Published: The Hindu
At: Hyderabad, Chennai
On: December 14, 2011

To read The Hindu's online version, click here.

A recent article in a newspaper announced that IBM India is set to launch custom made training programmes for its potential women leaders in technology and sales. In UK, firms have been told to up the number of women by 25% on their boards by 2015, thus ensuring talented and gifted women get top jobs.
We have travelled from an age where parents didn't believe girls needed education to an era where girls' education is the norm. Women with high education are career-oriented and focused on moving up the ladder.
A case in point is Chanda Kochhar, Chief Executive Officer of ICICI Bank is amongst the five Indian women who have made it in the top 50 women in world business awarded by Financial Times for the year 2011. Her father, she says, “believed in equality between daughters and sons and encouraged all of us to build a career.” Yet the progress is not without challenges.
Challenges
The mightiest challenge comes from society itself. Inadequate social support and stereotyped woman's role affects the motivation of women. Quite often, a woman's role at workplace is seen as secondary to her role as homemaker and nurturer.
As a supply chain consultant for a supermarket chain says, “Women don various hats - raising a family, meeting varied home demands besides being a competent professional. Here's where the conflict arises and majority of us agree to downsize our career or prefer to quit”.
Discrimination is another challenge that raises its face often. Juliana Doreen, a senior consultant in a relocation firm finds balancing between work and family as the most challenging to deal with. However, with constant encouragement from her spouse, she is successfully moving ahead in her professional journey. As a woman, Doreen had been subjected to gender bias in her previous company where she was told that she could not handle events as it involved travelling to the villages and interacting with the people there. She overcame these challenges, she observes, “There is certainly a positive change for women in India in the workplace.”
Need for women managers
Since women are increasingly playing a vital role as consumers and financial decision-makers, it is imperative to welcome women managers who can bring in unique perspective to decision making and problem solving. A diverse leadership with a healthy mix of competent men and women embodies different perspectives and approaches to work. Men and women's different social roles imply different experiences and values that can benefit the organisation. It can create a win-win situation.
Roy Adler of Pepperdine University, USA did an extensive 19-year study of 215 Fortune 500 firms showing a strong correlation between a strong record of promoting women into the executive suite and high profitability.
Corporate approach
To advance, women need support from the top management. Encouraging diverse management practices and opening doors to women – through positive human resource programs – is one way for the organisations to increase their talent pool. Mentor programmes are an excellent way where strategies can be identified for advancing their careers. This gives them the opportunity to grow and provides exposure and experience through various projects.
Catalyst, the US based study group focusing on women's corporate advancement identifies, “Rotate women across functions and ensure they have experience of line assignments amongst others as crucial to promote gender diversity within an organisation.”
In order to retain women, many companies are offering flexitime, telecommuting, daycare programs and maternity leave. As a project manager in a payroll processing company happily observes, “With time, the attitude towards women as managers are significantly becoming more positive.”

Integrity and Leadership: two sides of the same coin

Published: The Hindu
At: Hyderabad
On: November 30, 2011

To read The Hindu's online version, click here.

Who do you think is the manager with integrity? The manager who always smiles and says encouraging things, and then never supports you when it comes down to task or the low-key, caring and firm manager who encourages to work hard and consistently praises employees who go above and beyond. Who do you think deserves your respect and trust? Obviously, the second one!
How does integrity relate to leadership? Priti Parekh, Chief Operating Officer at AMBA Research says, “As you grow higher in your organisation, the more important it becomes for you as a leader to demonstrate integrity. Leaders with integrity are able to inspire trust and confidence in their team, which is particularly important during times of crisis. ”
As a leader, your employees look upon you for your values and where you are taking them (i.e. the goals of the organisation). Your values must be demonstrated in action. You must have their best interests at heart. You must demonstrate your reliability, honesty and trustworthiness. You must have the capacity to inspire and lead thus creating a productive work environment.
In other words, you as a leader must act with integrity. Integrity is a must-have quality in a leader. It cannot be feigned, it has to be a continuous effort. If this does not happen, people will experience deterioration in trust and respect ultimately leading to major fallout in organisation. As Buckminster Fuller quotes “Integrity is the essence of everything successful”. Maintaining integrity in a workplace where there is intense pressure to cave in takes immense courage. It is not easy when all you need is profits. Here are some tips to develop integrity:
Role model
As a leader, set an example. Show by your attitude and action how people must be treated and the way goals must be pursued.
Consistency
Unpredictability in a leader’s decisions may risk integrity being compromised. Are your decisions based on your moods? A wise and powerful leader can be relied upon when needed. Demonstrate integrity consistently every day and you will build a level of integrity that your employees will come to trust.
Communication
Have transparent communication. Let there be no communication gap between the levels in the organisation. It is imperative to provide clear direction. A leader must be clear and consistent to be understood and trusted.
Commitment
One of the most sterling qualities of a leader with integrity is to fulfill each and every promise made irrespective of the hierarchy level in the organisation. It is the yardstick by which your employees make evaluations about you. Commit to making your word as good as a contract.
Value integrity
Instead of saying, “I value integrity” all the time choose to show by your attitude and behaviour. Live your values every day. Remember, you are living continuously under a looking glass. Be authentic and show your wisdom, skills and fairness with actions.
Honesty
An honest leader with a strong foundation of integrity does the right thing no matter what the circumstances are in the organisation. The leader treats people fairly and stays away from playing favourites or political games. This ensures a productive environment fostering growth and innovation.
Feedback
It is essential to take feedback from your employees and continue making efforts to motivate employees on an ongoing basis. Know your strengths and limitations, seek to continue develop and learn.
Recruitment
Recruiting people with integrity is the key to ensure integrity remains the life and blood of the organisation. So, how does one know if the potential employee has high levels of integrity? Behavioral interviewing is an excellent way to identify whether a candidate’s characteristics and motivations match your organisation’s values. This type of interview will allow you to examine the candidate’s behaviour in the past.
As D Suresh, Executive Director at Computer Access Pvt. Ltd. notes, “Today, without integrity you cannot lead any organisation whether it is profit or not for profit organisation. Companies without integrity collapse in no time.”