SAMWADSAMWAD means: Conversation, Interlocution, News Information, Message and Dialogue
In order to achieve excellence across our Group companies, we need to change the way we think, react and decide; the way we take care of our assets (material, human, intellect).
This requires a paradigm shift in our approach to life. SAMWAD provides a platform to arrive at a shared vision towards managing ourselves.
We all want our companies to perform well and while doing this, we all want that work environment should become stress-free and that all individuals also should prosper as the company prospers.
In most companies the conventional wisdom remains deeply entrenched and even when many of us disagree with some of them, we are still not able to breakaway from the same.
Hence, there is a need to re-engineer our way of working. SAMWAD is nothing but a facilitating agent to achieve this.
SAMWAD: Break the conventional wisdom
It has been firmly established that while the employee may join the company because of its prestige, reputation or the line of business, but it is the relationship with the immediate boss or manager that determines how long he/ she stays and how productive one is while remaining in the company. The managers are catalysts to turn each employee's talent into performance and help the company to outperform its competitor.
If we look at the working life from the point of view of the employee then the manager's influence is higher than that of the company. Despite this all of us know that ultimately it is the company which wields enormous power. In order to empower managers to turn the available talent into performance it has become necessary to break away from conventional wisdom.
In most of the companies, the conventional wisdom remains deeply entrenched, and despite many of us disagreeing with some of them, we are still not able to break away from the same. All conventions are barricaded behind a wall of selection, training, compensation, (Performance Management System) and so on.
Hence, we need to break all the rules.
SAMWAD: The world is not perfect
The world is not perfect, great mangers are still a minority. Should you be working for a less than perfect manager, you may use some of the tips given below to manage your manager.
A. Your manager never has the time to discuss your performance: Offer to structure the meeting and request him for 45 minutes of your time. Tell him all you need is his hearing and his suggestions. You may structure the meeting around the questions given above. Guide him through your past performance, reveal your plans for the future and seek his guidance and inputs. Leave him a copy of the process. Be insistent on the meeting.
B. Some managers force you to do things their way: A great deal of tact is required in this situation. Do not get into 'whose style is better', delve on that your style gets you the desired outcomes and is your path of least resistance. You may like to relate examples of the same.
C. Some managers praise inappropriately or not at all: you may need to start by thanking him for this but during the course of the appraisal meeting you may point this out to him. However most times the problem is with not receiving praise at all. In such cases you must rely on your own talent for striving and take pleasure from your own performance. However this is not possible over a sustained period and you may like to bring this to his notice in tactful ways.
D. Some managers like to micro manage: They ask questions on a daily basis and want to know what you are doing all the time. In such instances you may like to tell him/ her that you will check in with him every week and since you have a cycle scheduled it will work better that way. You may suggest that you were looking forward to working a little more independently.
E. Some managers consistently distrust you, are suspicious of you and take credit for your work and blame you for their mistakes, and disrespects you, ask for a lateral shift within the Company or you may decide to stick it out for 6 months hoping he will leave. However even if your pay packet and sympathetic ear of human resources tides you for some time you will not be able to sustain this for a long period.
Result: You will catch your peers doing the right things
When anyone of you enters your work place, you never leave at the end of the day at same level as you entered. You either make it little better or worse, filling the 5 above you will make it little better place to work.
SAMWAD: Fix the outcome rather than the process
Our role as a company is to identify the desired end. The means to reach to the end should be left to the individual. This would mean that the companies attain expertise in finding the destinations easily and provide the individuals to enjoy the thrills of the journey to destination.
SAMWAD: Shift focus from average to excellence
Read about how shifting focus at work from one role to the other leads to average performance change into an excellent one.
SAMWAD: Set benchmarking within
Read about how to start bench marks within yourself.
SAMWAD: Create a common language across the company
Creating a common language across the Company is the key message this week's SAMWAD imparts. Read on to know more.
SAMWAD: The Art of interviewing for talent
The art of interviewing for talent.
'Which are the right questions to ask?'
1. The interview for matching the talent should be separated from the rest of the other discussions. The candidates have to know how many things about the work, compensation etc. You will also have to see other issues and to commit to each other.
The candidate should also know that it is to learn about his/ her talents. Let him know that it will be different than others and more focused yet more questions (which may sound unrelated with the job).
2. Your questioning has to be open ended and try to keep quite and listen more
The best way to discover a person's talent is to allow him to speak and reveal himself by the choices he makes. Try and tailor your questions in a way that it should mirror verbally what he will face on the job and how he would behave. In many situations that he faces every day, he has choices of responding in a number of ways. How he consistently responds, will be his performance.
Hence ask open ended questions that offers many different directions. Example: "How closely do you think people should be surprised?" or "What would you enjoy most in the proposed job". The direction he takes spontaneously will be most likely his/ her future behaviour.
It is best to pause and remain quite while asking the question. If he/she asks a counter question asking you to explain what do you mean? Do not give a straight answer rather tell him that "I am more interested in what he has understood of the question or it is more important to know what he/ she means. It is your interpretation that is important, you answer my question in a way you have understood my question".
Also one more important lesson believe him/her with their answer and do not doubt his/ her intent. Also no matter how much you like his first impression, if you ask him how important it is to be the best and he/she replies "well I like to be the best, but mostly I just try to be the best I can be" believe him/her. Trust that unaided response to an open ended question is powerfully predictive. Trust him/her no matter what you wanted to hear.