Change

During and after most training programs
participants assert "very good inputs."
"Should give this to our bosses"

Change required is always for "them"
not for me!

I tell them though, of the futility
of wishing changes in those
you have no conrtol

even your child today
cannot be changed or controled!

Work instead on the one
you have full control

the change in the one person
that changes your world

Work for the change in the one person
who  matters most- yourself! 

Changing Face of HR (Playing Devil's Advocate)

With HRDians, the very function
now. focusing more and more
on the business and business priorities alone
has something suffered? Is the core spirit shaken?

Has employees stopped looking to HR
for that sympathetic ear?
no longer having that 'one person' to go to
when plagued by problems with boss, colleagues?

Like "Nurturing" associated less with today's mothers
"Safety", no longer synonymous with the police
Has HR lost the trust, the confidence of employees
as one who understands, brings the most essential balance ?
A function and people no longer seen
as batting for employee welfare ? 

Power of the Bitter Pill

A senior executive related
of the times when he had a "tough boss"
of how much he hated working for him then
but realized later that it was the grind, the rigour
that made him the 'thumbs up' guy of today!

The ways of a generation
that believed if anything is to be effective
had to be bitter, harsh and painful
after all, it is the bitter pill that cures ....

But will it work today
with the millennials?
doubt very much
they wouldn't even allow pill
near mouth, let alone swallow it
would discard such a boss
for one gentle, soft & understanding....

Of what use is an effective powerful pill
if its not taken in the first place?

True Leader

There are some in leadership positions
who invoke the names at the top or the CEO
for putting pressure, to get done on schedule
even the smallest of work.....

The true leader though, inspires team
not through fear, anxiety or the consequences
but getting them to see value in achieving goals
for its own sake, inspiring passion
to go for it as it is a worthy BHAG*
for self and organization!


* The term "Big Hairy Audacious Goal" was proposed by James Collins and Jerry Porras in their 1994 book “Built to Last: Successful Habits of Visionary Companies”. A BHAG encourages companies to define visionary goals that are strategic and emotionally compelling

Learning at an HR Conclave

When the topic is Hi tech
speakers also would be from
Hi tech companies too
for  discussing  technology invasion
read AI ie 'artificial intelligence'
its impact on HR and
what it needs to do in
a changing, threatening scenario....

Yet one wonders whether
it is at all necessary for an Indian
when speaking to Indian audiences
to use slang,  jargon and pretend
that he just landed from US
straight from airport to the venue..

All this 'style' is so distracting
jarring and a waste of time
as listeners have to wade through trash
with less time available
for focusing on the core issue

A speaker in the afternoon though
used simple language, scoops of humour
had the audience in splits
yet conveyed a lot more on the subject
than his jargon ridden counterparts

Learning happens not from pomposity
but from participation, participation
and  participation of the audience
in a simple, straight, fun environment

Leadership: Changing With the Times...

Is your leadership style flexible? adaptable?
or is it based on your old rigid beliefs
formed eons ago, when you were a child
or when you first started work?
what if they aren't valid, relevant anymore?

Would you insist that your child
have only five shirts in all, since in your time
the sixth was held a luxury? if no,
why insist that team celebration
be restricted, to samosas and tea
when the company today can afford a lot more!

Inflexibility, not only elicits response
from youngsters as "from old school "
but could demotivate them
when boss seen as mean & stingy...
with not his, but company's money

Is your leadership style really old school
closely monitoring, keeping your people
on a tight leash? stifling initiative?
do you need a set of crony juniors
around you at all time, applauding
hanging on to your every word?

Do you do, to your reportees
what the British did to India?
divide and rule, to be in control
angle carrots, tempt them with sops
so they remain  adversaries always
desperately trying to please you
before the other guy does?

Not changing with the times
will be nothing short of tragedy
you will be remembered, if at all
as the self centered empire builder
an apology for a  true leader!

Foot Note: Companies only give lip service to teamwork and good leadership. In reality very few selected to leadership positions put the  organization first before their own self interest.


https://www.facebook.com/rajeev.moothedath/videos/2206533736040718/

Best Work Happens When...

When people are encouraged
to do work their way
freely, spontaneously,with enthusiasm
and not necessarily "my way"
best work happens....

So long as goals are  reached
why agonize over "my way","his way","her way"
feed ego, at the expense of employee morale?
at the expense of best results?

When people have learnt the job
it is time to get out of the way
and let them do the best
they know how to do
even if it means giving up
your power feelings
of supervision and control!