Developing Successors

Developing successors through succession planning 

is a different ball game today, unlike the past

for one, people no longer plan to work for you, for life

for another, the high attrition rates demand 

grooming not just one, but a few for a key position! 

Business realities change so fast that 

shorter time planning appears sensible, realistic

long term - some positions may not even exist 

so focus  on developing the key talents, in diverse ways

the high potential, in a measurable manner  

ascertaining their interests, taking their inputs as well!   

In a volatile market, anyone may leave any time

yet the inputs you give,  the grooming you give

will create the bond, with some of them hopefully 

staying  put, in a satisfying, growing environment 

Identifying competency of each key position

like "self driven", "result oriented", "transparency", "communication"

and against them eliciting,  assessing, measuring 

the competency of those you already have  in company

using  tools like business  score cards,  assessment center 

and 360 degree assessment to ensure

stakeholders also feel the person is competent 

But will this not result in de-motivation of the rest

when some preferred, projected over other employees? 

not if you ensure a merit based exercise

tangible and measurable, providing avenues

 a fair chance to all to showcase their talents

provide answer to question - 

"What's in it for me?"   

The smaller organizations too need to plan for succession 

but use tools suited to their size, 

requirement and affordability- perhaps buy 

a suitable succession- planning software....

What if a person selected for senior position 

had a great track record but found incompatible

unable to fit into organization culture 

unsuitable for role, unable to deliver? 

do quick damage control by grooming to your needs 

a shadow coach working closely to find gaps

and closing them speedily, at the earliest!

Ease him/her out if unable to do so 

all the while, having a shadow resource 

who works closely with him/ her, 

 to take his/ her place if the need arises...  

After  expensive training initiatives 

for the Hi-pots, don't let the steam fizzle out 

give them projects to work on, meet them frequently

use staggered learning approach of 8 to 10 months

find out what is working, what is not

and take  corrective steps for success of program.. 

Succession planning, developing successors

is number one priority in these times

now, more than at any other time! 

NB:(1)  Hi-pots refers to high potentials. 

       (2) The source material for this poem is a webinar organized by Bija Training on 8th December 2021 featuring Mr Rajesh.M. DGM Talent management,Omega Health care Pvt Ltd.

Mental health Wellness

While in the journey of mental wellness

Get rid of the pressure, to be perfect 

the need to be strong all the time 

be kinder to yourself, you deserve it!

Have the conversation going, on mental health

just as you would, if physically ill

time overdue to throw the stigma 

to mental illness, out of the window! 

Lead by example HR, do it first

share the vulnerability- like when

you're having a bad day..

share stories of  difficult times handled

and encourage others to do so too

identify early warning signals 

to be able to help employees.. 

A mental health action plan in place

to complement the employee assistance program

enabling people to set boundaries- what is acceptable what is not 

both physically and psychologically... 

Facilitate peer conversations, providing training

to those interested- People may open up

to a peer more than a boss...  

let training be a part of a larger plan 

not a one off exercise...

let it support the culture of organization 

Let HR focus be on mental health friendly

policies, procedures, practices..

review  the old and ensure all policies compliant 

Calling out objectionable/ shaming/ non inclusive behaviour 

 no matter by whom very important! 

so is highlighting value of empathetic listening... 

Educating Line managers on the art of treating people well

showing how non violent communication

open channels of communication, enhances productivity 

will go a long way to enhance mental wellness...

Finally,  here are some props for support on journey

journaling, meditation, mindfulness practice, exercise

remember, to take care of yourself too

like the mother advised to put first her oxygen mask

before helping child - HR can be of use to others 

only if mentally healthy themselves..

NB:  The basic source material for this poem is an online discussion during the 'Show case' conference organized by NHRD in November 2021. The panel members included Sunita Wazeer Well being Leader of Unilever, Shalini Nataraj Global Head (HR) of Maersk.

Networking Insights

Everyone admits "Networking is  the sure thing

most wanted in today's time! "

something you just cannot do without

yet people fall short of going for it

taking action...

Often, it's due to the fear of rejection 

or fear that the other guy may sweet talk you

into getting deals in his interest, rather than yours

or fear of time being wasted- Does she really know people of significance?

"will it really help in furthering my interests? 

or just a waste of precious time?"  

Antidote to fears of rejection, lack of confidence 

can only be "your belief in yourself" 

belief or lack of it, both works to produce results

prompting you to either act fast or dilly dally 

A lot of networking is about giving 

you can't hope to get if you are reluctant to give 

there's need for genuine interest in the other guy

and willingness to create value for that person 

Spend more time speaking about them

rather than about yourself- it's a sign of your interest in them 

while conversing provide value to them

perhaps a contact,  or suggestion about a book 

soon he/she will be wondering about you

would want to know more about you... 

So it is all about the conversation you had 

whether connection and interaction happened

rather than mere exchange of business cards 

Present your card only when convinced

that person genuinely wants it, is interested in you 

Don't judge yourself and others

"I am not good enough to speak to the high ranked him/ her" 

"I am just not good at networking"

If you don't think much of yourself, why should they? 

Remember, you are the product while networking-

not your company, not your business!

In the same way, restrain urge to judge others 

"This guy cannot speak good English" 

" Look at his dress sense, not classy enough"

the proof of the pudding is in the eating

not merely in the outer appearances..

Your character is far more valuable than competence

when interacting, networking with others 

it is all about "who you are" rather than "What you do" 

go with a positive mindset with good intentions

and then for networking, sky is the limit!  

NB: (1) The basic source material for this poem is a webinar I attended in October 2021  featuring Mr Paritosh Pathak, Networking coach, networking success.in  

         (2)  Readers may also like to check out my post "Network is your Networth" at this link  

Resilience and Challenges of Remote Working

Covid times have thrown up uncertainties 

challenges and unforeseen circumstances

grit and determination required just now

to lead from the front- to spring back

and if possible be in a better place than prior 

In other words resilience has emerged 

as the No 1, most wanted leadership strength! 

Post Covid, remote working a norm, 

with everyone resorting to it

to the max possible extent

looks like it's here to stay

the future, more likely a hybrid version

a combination of both

with a tilt in favour of remote working... 

Many free online courses on offer today

from Udemy, LinkedIn and others

Being responsive to all kinds of changes

will be the key to a happy tomorrow

In a remote working model, Trust is paramount,

building confidence in employees

a feeling of assurance, that you trust them 

Using TACT helps : T for talk, sharing your vulnerabilities

A for ask - How they are doing, what help they want

C for control- Controlling your negative emotions like anger

T for being Truthful: About your expectations,

and honest feedback on their performances... 

To facilitate change, make it smoother and easier

provide infrastructure for working from home- Laptop, chair, whatever 

changes become more acceptable, when you are grateful

of things you still have, in spite of the pandemic 

it helps to be in a happy, grateful frame of mind...

Final thoughts on  virtual meetings 

don't have same standards as in physical office

a dress code, formal body language 

spend initial 5 minutes in small talk, breaking the ice

let people relax, embrace virtual platform-  Just like that!  

Finally, never quit in difficult times 

you not only miss out on opportunities to win

but also the opportunities to learn... 

NB: The source material for this poem is a webinar organized by Bija training on 18th August 2021  featuring Mr Willis Langford, Director (HR) Avnet India    

Note:  I recited this poem in the October month 2021 meeting of  the Bangalore Poetry Circle(BPC) 

 

Key Features of an Innovation Culture

Don't pit innovation against anything else

remember, it is not about 'Innovation' or 'Deadlines" 

it is about 'innovation' and 'Deadlines'

we need both, meeting deadline for survival

innovation for growth, for the future!  

Talking of 'Innovation', it calls for

an inherent risk appetite

be ready to take failures in your stride 

ask questions, challenge status quo always!   

Innovation is about the attitude, approach, mindset  

not necessarily radical each time, involving huge investments 

culture it is-  a key ingredient for innovation 

encouraging questions like what? why not? what if? 

Encouraging diversity of talent in your teams 

diversity in experience, education, age, background 

an atmosphere for speaking up, an atmosphere of inclusiveness 

Failing intentionally to derive learning

creating a culture that says" Failure is okay

assimilate the learning from failure and move on"..

is all part of an innovative culture

only ensure- when you fail next time

 you don't fail in the same way!  

The new trends in innovation include gamification

monetary incentives for critical thinking 

creating competition amongst members

for divergent thinking...   

The challenges include personal biases

and the human nature to resist change

another challenge is zeroing in from 

a flood of ideas, choosing the best, right one from many!

The way forward  is modifying syllabus 

of professional courses- inculcating spirit

to accept, face, handle failure 

more of experiential learning and

small micro courses to supplement learning 

How can we get more support, acceptance 

for innovation from managements? 

demonstrating small successes, its savings and benefits 

open doors for  more support, larger investments! 

So there you are friends, go for it! 

undeterred by minor hitches, excuses, complaints

focus on long term ,  focus on culture 

it is the culture of innovation, pervading organization

that  will take you far distances and for longer period!  

NB: The source material for this poem is a webinar organized by Bija Training on 4th August 2021   featuring MsShalaka Verma,Director- Customer Success, Microsoft Pvt Ltd

Empathetic Leadership

With the world gone topsy- turvy 

on arrival of Covid 19, this is the time

more than any other, when we need

to exhibit empathetic leadership! 

Empathize with employees, help them learn, unlearn

and cope with the new scenario & current challenges 

understand their context, provide required support 

exhibit your humane side- as they 

struggle with the pressure to deliver!  

Spending time with individual team members 

 understanding problems, issues individual to each one 

and addressing them is the key...

Like, when an employee moved in with parents 

had less space, and appropriate ambiance 

was reluctant to come on video, working on line 

decision taken to appreciate his position 

permitted to speak, without  coming on video  

The connect becomes real and meaningful

when you display vulnerability, share with team 

your concerns and difficulties, trusting them

to pitch in and respond... 

Resort to and rely on "Active listening", 

the fuel of empathetic leadership! 

proactive discussions, joint target setting 

being a bridge between your boss, and team 

will all go a long way in achieving success! 

Empathetic leadership happens 

not from empty slogans, declarations 

but when a paradigm shift in approach 

has happened right at the top

and frittered down effectively

touching everyone, till last employee... 

Yes, covid time is an opportunity 

for introspection and change in approach 

this is the time when empathetic leadership

is most essential, more than at any other time!  

NB: The source material for this poem is a webinar organized by Bija Training on 21st July 2021   featuring Mr Vikrant Vinayak, MD Accenture.

Secret of Happiness at Work

An unhappy person doesn't, 

cannot create happy teams

remember, the person who matters most 

for your happiness, is yourself! 

Reasons for happiness at work

vary from person to person

but one thing that is common

which everyone wants is 'Growth'!  

a Buddhist definition for 'happiness' is

the joy of reaching your potential !

Fun can be of two types- 'Challenging fun'

and 'Adulterated fun' 

while running a kilometre or two 

writing a blog is challenging fun 

adulterated fun is like 

 "watched Netflix back to back"  

adulterated fun makes you feel guilty

while challenging fun- Happy!  

You can be assured you have 

"Delight conditions" at work   

when you feel good about co-workers

you complete 70% of "To do list" 

manager provides achievable challenging work

and the support for achieving them!

It's a company with a purpose that fires passion

passion is what you would do 

if money was not an issue 

what you would continue to do, even when

you have a choice to do nothing!

Happy people  are successful people 

unhappy people, even if not leaving you

do not contribute to company

after all, they are not happy! 

Look up the "Daniel Pink Study" 

it reiterates what we discussed so far 

for happiness and motivation

autonomy, mastery and purpose 

score over all other incentives!  

NB: The source material for this poem is a webinar organized by NHRD Hyderabad Chapter in February 2021   featuring Ms Namrata Gill VP(HR), Dr Reddys Laboratories, Hyderabad.