Five Ways To Make Sense of a Demotion

COPING WITH a demotion can be tough. But before you decide to throw in the towel, step back and widen your perspective, suggests Shreya Biswas.

1 Figure Out Why Figure out what prompted the move – your performance, the market or the company’s change of strategy, says K Sudarshan, managing partner, EMA Partners International. 

2 Easy Does it A demotion can lead to salary cuts, a smaller role, reporting to a subordinate or all of these. “If it’s just a salary cut, it might be the result of market dynamics and there is no reason for you to panic,” says Sudarshan. 

3 Take a Closer Look It may be that the company has failed to perform in certain geographies and wants to focus on those that are strengthening its topline and bottomline. “However, if it has been at the back of a bad performance from you, you should be alert,” says Rituparna Chakraborty, senior VP and co-founder, TeamLease Services. 

4 Look for Options If you have been demoted with a salary cut and a smaller role, and your subordinate has been promoted to be your boss, the signs are loud and clear. “The only option is to start looking for another job unless you are ready to bear the humiliation,” says Sudarshan. 

5 Be Discreet Be careful about your search, to the extent you can. Else it might become apparent to people, post the demotion, that the organisation wants you out.

(The Economic Times, Mumbai, 26-10-2012)

Five Ways To Survive Poor Mid-Year Review

Mid-year reviews have just been completed, and if you are among those who did not get best ratings, worry not. There are ways to bounce back, says Devina Sengupta. 

1 Talk to the Boss A detailed discussion with the boss on what went wrong will help iron out any mismatch of expectations. Within the next 10 days, the employee should be given a roadmap for the way ahead. “One should ask if any coaching is needed to improve a weak spot,” says Deepak Shetty, HR head for Philips Innovation. 

2 Take up New Projects Starting new projects is an indication to the boss that you’re high on initiative, says a middle management employee with Titan who does not wish to be named. “The boss should be updated on the status of the projects as well as your contribution,” he adds. 

3 Don’t Jump Ship Yet A poor mid-term review should not lead to a knee-jerk reaction from the employee, says A Sudhakar, CEO of staffing firm Adecco India. “One has to understand the state of the markets and why a company has been forced to give poor ratings,” he adds. 

4 Turn to Peers for Help If others have goals similar to yours and have performed well, asking them how they got there works, says Shetty. 

5 Don’t Skip Levels An escalation to senior managers or skip-level meetings may not help because super managers may be involved in reviews. At the same time, mails to managers on initiatives the employee needs to begin must be documented and a status report given every few weeks.

(The Economic Times, Mumbai, 19-10-2012)

Five Ways To Look for Jobs after Retirement

RETIREMENT may not always mean fading into oblivion. Anumeha Chaturvedi shows how you can remain employable and occupied.

1 Tap the Network Alumni networks and professional institutes can help in enhancing the job search. “One can also apply for membership to professional bodies and policy think tanks which seek professionals for part-time assignments,” says Michelle Suradkar, HR director of Lowe Lintas & Partners. 

2 Contact Consultants Reaching out to job consultants who constantly need a database of professionals can open up new doors, says Harshit Bhavsar, MD of HR solutions firm Universal Hunt. 

3 Build your Image Subscribing and contributing to specialty magazines, participating as a speaker in educational institutes may not pay that well, but will build one’s image and reputation. 

4 Seek Advisory Roles Professionals should look for advisory roles which match their competence, instead of concentrating on the sector they have always worked in, says Bhavsar. 

5 Invest in a Resource Professionals in their early sixties should invest in a part time resource or a secretary if they wish to continue working for long, suggests Suradkar. “Professionals are used to having a blanket of support and infrastructure around them when they work, and the absence of this after retirement can be unnerving,” he adds.

(The Economic Times, Mumbai, 16-10-2012)

Five Ways To Manage Work Overload

OVERLOAD CAN LEAD to excessive stress at the workplace. A professional needs to delegate responsibility, manage time efficiently, plan work and strike a work-life balance. Rica Bhattacharya explains how. 

1 Farm Out Work It is important for a professional, particularly in a leadership role, to suitably delegate work. “Delegation of responsibilities will get the work done effectively, on time and without overload on one member. It will also give the manager free time for strategic thinking,” says Gourab Barik, assistant general manager – corporate HR, Emami. “Team members will automatically take more responsibility than you think them capable of,” says Abhishek Kumar, assistant professor, BIM-Trichy. 

2 Manage your Time Overload can be avoided to a great extent with effective time management. “Stop procrastinating. Working smarter rather than harder is the key,” says Anupama Beri, HR head, Snapdeal.com. 

3 Balance Work & Life Employees should be able to strike a balance between work and personal life. This will not only enhance productivity but also help avoid excessive stress. Taking occasional timeout and leave, pursuing hobbies and interests can be some ways to prevent work overload,” says Barik. 

4 Prioritise Tasks The ability to decide which task is important immediately and what can be done later is crucial in managing work overload. “You need to balance what needs immediate action and what needs discussion and deliberation and accordingly, act or postpone,” says Abhishek Kumar. 

5 Enjoy your Work It is important for every professional to be able to align proficiency with aspirations, and only then can one derive joy out of work. “If you enjoy or love your work the very idea of overload will be taken care of to a great extent and might even cease to exist,” says Kumar.

(The Economic Times, Mumbai, 09-10-2012)

Five Ways To Identify The Strengths of Your Team

A SUCCESSFUL leader needs to put together a team that can deliver on contracted assignments and think creatively. But it’s equally important to identify the team’s strengths and put them to best use. Rica Bhattacharyya shows how. 

1 Get the Right Mix Strategic and execution excellence should be one of the crucial attributes of a strong team, says Shaily Gupta, group head-human resources, Edelweiss Group. “Good leaders ensure their teams get this blend right,” she says. However, equally important is the ability to handle the unknown, to take care of ambiguity and fluidity, says Sandeep Banerjee, chief executive officer and managing director, EdenRed India. 

2 Induce Collaboration The sense of ownership in team members and ability to work cohesively are important to strengthen the performance of a team, says Banerjee. Adds Gupta: “Great teams are those that foster individual creativity but at the same time encourage interdependence which is productive and collaborative”. 

3 Go Beyond the Brief “Great teams have the ability to go beyond the brief and bring new perspectives to the contracted assignment,” Gupta says. Such teams will inevitably push themselves and sometimes even their managements into thinking out of the box, she adds. 

4 Interact Informally While formal feedback can help identify strengths and weaknesses of a team, informal interactions also help in knowing teams better. “I always look out for personal experiences with my team members and colleagues in both formal and informal settings to get to know them better and to appreciate their (and each other’s) strengths and advantages,” says Banerjee. 

5 Aim at Larger Picture A team that rests on past laurels can never achieve greatness. To succeed and be a great team you need to have an achievement orientation, says Gupta. Execution skill is critical to enhance a team’s performance and a leader needs to ensure that the team has the ability to look at the larger picture and have a purpose behind their actions, adds Banerjee.

(The Economic Times, Mumbai, 11-09-20120

Five Ways To Keep up to Speed on the Bench

IN A HICUPPING economy, 25% of employees in the information technology industry are on the bench. This is a spot no professional would want to be in, but with project inflows taking a dip, employees have no option but to work out survival strategies. Devina Sengupta suggests how they can stay relevant.

1 Polish up Your Skills An employee can use the spare time between projects to upgrade his or her skills. Every IT firm runs online internal training programmes, and thus, one does not need constant supervision when learning. 

2 Brand Yourself Rajesh R had seen his friends at Infosys reach out to delivery managers directly for projects or apply for different teams through internal recruitment channels. "Show project managers the skills you have acquired and tell them you can be of help,” says Rajesh. 

3 Make Yourself Known "Make yourself visible so you are on top of their mind," says Nirmala Menon, founder and CEO, Interweave Consulting. Those on the bench should take part in forums, work on honing their leadership skills and engage in cross-functional activities, she adds. 

4 Don't Jump Ship Yet It makes sense to hold on till a better offer comes along. “The bench is a reality. However, skills never get outdated, so if a person wants to move while he is on the bench, it will not go against him unless he has been on standby for a prolonged period," says Amitabh Das, CEO of recruitment firm Vati Consulting. 

5 Know That it Will Pass Those on bench feel the pinch because their variable pay is reduced, ratings are low and there is a feeling of lost opportunities. However, realising that the phase is temporary may help, besides pursuing hobbies during this relatively free time.

(The Economic Times, Mumbai, 07-09-2012)

Five Ways To Tap Linkedin for Career Progression

THERE IS MORE to Linkedin than adding contacts and getting recommendations. The platform has a host of features that companies constantly use to narrow down potential talent. Here is how you can make your way to their lists, says Anumeha Chaturvedi. 

1 Choose Right Contacts Being inactive on the portal would not narrow down your chances of attracting the right people. “Recruiters are always looking at means to attract passive talent as they are considered to be quality people satisfied in their current job,” says Irfan Abdulla, director, hiring solutions, Linkedin. But if you are flooded with requests, you should limit your circles to the people relevant to your profession. 

2 Update Your Profile Learnt business intelligence, application development or calligraphy? It might be useful to add it to your profile. Through ‘Linkedin skills’ feature, you can add skills to your profile and look for companies where they will have the maximum impact. 

3 Look for Testimonials Clicking on the ‘work with us’ ads will lead you to the company’s page. You can reach out to the testimonials of employees as they could give more information about the company. 

4 Follow Companies Companies have their home pages on the portal, which display the latest news, from who they are hiring to interactive videos. “A lot of companies spend more time on their Linkedin pages than their own websites,” says Abdulla. Following companies is a good way of staying up to date. 

5 List Volunteering Through the ‘volunteer and causes’ feature, members can add volunteer positions, causes they care about and organisations they support. A majority of recruiters consider volunteer work as valuable as paid experience.

(The Economic Times, Mumbai, 04-09-2012)

Five Ways To Lead a Team of Older Colleagues

YOUNG MANAGERS have to walk the tightrope of getting a team of older colleagues to perform without sounding aggressive and offensive. With proper communication, they can leverage the skills of older employees without burning bridges. Anumeha Chaturvedi gets experts talking on this.

1 Keep an Open Mind It is important for young bosses to keep an open mind, feels Protiviti Consulting MD Pankaj Arora. “A workplace becomes diverse because of multiple factors like gender and social strata, and age is just one of them. Managers should focus on the skills and knowledge of employees and not age,” he says. 

2 Communicate Directly It is important to communicate directly to get your point across. “One should have more face-to-face meetings with older teammates as this will help them open up,” says N Narsimha Rao, VP, HR, Agro Tech Foods. 

3 Seek Feedback “Young managers should gain the trust of older employees by seeking their feedback when required,” says Rao. “There is no substitute for experience and young managers should seek opinions of older colleagues in relevant matters,” adds Arora. 

4 Leverage their Skills Rao feels managers can leverage their own competence to enhance productivity. “Young managers are well versed with technology while older employees have strong observation skills, which should be leveraged in assignments,” he says. 

5 Lead by Example It’s important to build one’s credibility by leading by example instead of harping on fancy titles. “Young bosses should build their credibility by enhancing their own skills and knowledge,” feels Arora.

(The Economic Times, Mumbai, 31-08-2012)

Five Ways To Get the Most Out of Your Workday

MANAGING YOUR workday well is a challenge for many with an overdose of information in your day to day life. It gets more difficult to finish numerous tasks within the time period without missing on deadlines when you have only 8-10 hours a day. Shreya Biswas gets you some tips on how you can do it well. 

1 Follow Discipline Plan your day ahead. Make a list of to-do things for the coming week. Make a log of events to attend or participate a day ahead. You will know how much work you will have in hand to manage the next day and prepare accordingly,” says Adecco India managing director Sudhakar Balakrishnan. 

2 Prioritise Tasks Prioritise your work. “Categorise into three segments - what needs to be addressed immediately, what has a mid-term deadline and what can be taken up later. You can then proceed to take up things and finish your work on time,” says Manjunath S R, senior director, HR, Netapp. 

3 Revisit Timeline Stick to your timeline. And to do that be sure you don’t keep unrealistic deadlines. Being realistic with your targets will not only help you finish your work on time but will ultimately add to your productivity as you will have time even to do things which can’t be accommodated in a chaotic work schedule. “Revisit your pending works to figure out how much you have already completed and what’s left to be done. This will help you keep track of how much time you have for different tasks at hand,” says Mr Balakrishnan. 

4 Organise Emails 

Emails can be classified into three different types: simple mails that ask for an appointment or your presence for certain events or meeting – respond to them immediately after checking your calendar; informative emails – read them and label them accordingly; and complex mails that seek detailed information, suggestion and ideas – mark them as important and keep a reminder. You would need to gather info, ideas or figure out certain things before you can respond. Rest are all promotions and you must delete them immediately. “Sorting emails is the most essential part of managing them. If you can do that, you will not have email headache,” explains Manjunath. 

5 Prepare for Meetings Be it a concall or one-on-one interactions, prepare for everything. List down the points you need to raise, doubts to be cleared and answers to be sought for projects/ tasks that are in progress. You will not only have a fruitful meeting but will also ensure that crucial time is not lost.

(The Economic Times, Mumbai, 28-08-2012)

Five Ways To Connect Emotionally With Your Team

DEVELOPING AN EMOTIONAL connect with team members is a fundamental part of a manager’s role in order to create a work-conducive culture, says Rica Bhattacharyya.

1 Be Yourself A leader needs to be himself. “The moment people see you in flesh and blood, they are far more willing to accept you with your strength and limitations rather than when you are trying to put a façade of being someone else,” says Sandeep Banerjee, MD and CEO of Edenred India. 

2 Reach Out Apart from regular feedback, a leader could also ask for pre-feedbacks. “It is important for a team leader to reach out to people for feedback and also invite feed forward from employees anticipating something to happen,” adds Banerjee. 

3 Inculcate a ‘We’ Culture Inculcating a culture of ‘we’ rather than ‘me’ is a key area for leaders to bond with team, says Anupama Beri, HR head at Snapdeal.com. This creates transparency and openness within the organisation. 

4 Introspect A leader needs to transcend the regular objectives of driving profit and loss. “How strong is your internal reflection and how strong is your will to change are key for a leader to practice,” says Banerjee. 

5 Set Them Free Giving employees the opportunities to grow, learn and experience things in line with the goals of the company helps leaders in connecting emotionally with team, says Beri.

(The Economic Times, Mumbai, 24-08-2012)

Five Ways To Get Your Career Moving

YOU’RE STUCK in the same job for what seems like ever. You haven’t had a promotion in a long time, you’re tired of doing the same thing for years and given the present scenario, new opportunities in other companies are equally hard to come by. Sreeradha D Basu tells you how you can drive change when you feel trapped in the same job. 

1 Take stock It’s time for you to re-evaluate your skills, talents and abilities, and where they fit in with your overall career aspirations. Says Ruth Singh, HR head at Emkay Global Financial Services: “Review your work over the last year and see how your contributions made a difference to your department. Make sure that you can quantify your achievements in terms of efficiency, accuracy, increased revenue, cost savings or better customer relations.” 

2 Go Beyond Sometimes, going beyond the limits of one’s job makes a lot of difference. “I voluntarily took charge of a project which nobody was particularly keen on. Not only did I impress my boss but it also helped me bag a lateral move I had been angling,” says D Sen, who’d been stuck in the same role in an IT firm for several years. 

3 Change Your Attitude All you need to renew your vigor about work is a change in outlook. Try and see the positives in your current job and stop whining about minor issues. Realise that with a fresh look, you can transform your role and make yourself indispensable to your organisation. 

4 Broaden Your Skills

While it is human nature to want to be really good at one thing, this can actually work against you. “Employees that are versatile and have a broader scope of knowledge and skills are viewed to be more valuable. Find out whether there are other career options in your organisation which interest you and enroll for the necessary training,” says Ruth Singh. 

5 Renew Contacts If you have neglected your professional and personal contacts, now is the time to re-engage them. Says Ruth Singh: “Renew your involvement in forums, clubs, or blogs. Ask them how you might be of assistance to them . You might need their assistance if your situation changes.”

 (The Economic Times, Mumbai, 21-08-2012)

Five Ways To Be Decisive & Focused at Workplace

EXECUTIVES HAVE to deal with a number of strategic choices on a daily basis and take decisions on various issues. However, many professionals lack the ability to take decisions and act upon them. There are ways to improve your decisionmaking skills, says Mahima Puri. 

1 Clarity of Purpose The first imperative to improve decision-making skill is to have clarity of purpose and the thought process behind it. Explains K Sudarshan, managing partner, EMA Partners India, “Be clear of what you wish to achieve through the decision and exactly how you want to go about it.” 

2 Take Calculated Risks A well-informed and competent professional is expected to take calculated risks. “Ideal circumstances do not exist in the real world. Use both experience and knowledge and weigh all your options before taking a decision,” says N S Rajan, partner and global leader – people and organization, Ernst & Young. This would also help in minimising risks. 

3 Avoid Indecision Rajan asserts that indecision may cost an organisation or a professional more than a bad decision. “If you feel there are no choices or solutions to a certain problem, it is not a problem, it’s a fact. There is no point is wasting time on facts. But if there are choices, work upon them before the time runs out.” 

4 Empower People Every decision may not be the right one. Rajan says that not only have organisations understood the need to empower people; they are also realising that professionals should be allowed to make mistakes. “There must be room for mistakes, otherwise people won’t learn. At the same time, it is also important that the manager takes a decision within the realm of the organisation's processes,” he adds. 

5 Keep People in Loop It usually helps if some colleagues and seniors are kept in the loop while taking decisions. “No body likes surprises, especially if they are not very pleasant ones. Therefore, it is advisable to keep a senior or a colleague in loop, as they may help to rectify your mistakes or improves your decisions at the right time,” says Sudarshan.

(The Economic Times, Mumbai, 17-08-2012)

Five Ways To Deal With Ineffective Leader

EMPLOYEES OFTEN FEEL disheartened and discouraged when reporting to a person they deem ineffective. But there are ways to work around the situation. Anumeha Chaturvedi gets some advice from HR experts. 

1 Do Due Diligence While companies usually do background checks and due diligence on employees, it is not a prerogative of companies alone. Employees should also do some research on the reporting hierarchy of the company and their immediate bosses before joining a firm. “A professional should try to assess the effectiveness of the company and their future bosses before joining a firm. They should never join a company without meeting the person they will immediately report into,” says Harshit Bhavsar, managing director of HR solutions firm Universal Hunt. 

2 Identify the Cause There are reasons why organisations appoint certain people to positions of authority and it is because these professionals possess certain traits that help the company. While professionals should be mindful of these, they should identify the reason for their boss’s ineffectiveness before escalating matters further. “Professionals should not go by assumptions. They should assess the nature of inefficiency -whether it is behavioural or technical,” says Bhavsar. 

3 Take the Lead Professionals can turn around the situation by initiating tasks and assuming ownership. They should shift their focus from personal inefficiencies to business sense. Once they start talking business and demonstrate abilities that can turn around a company, others are bound to notice them. 

4 Keep Learning Your boss’s ineffectiveness or lack of encouragement should not rob you of your personal growth. “Most companies have cross functional programmes and workshops and professionals should look for horizontal growth options by participating in these programmes that will help them gain recognition across the board,” says Bhavsar. 

5 Use Covert Means As conveying your displeasure directly to the boss can be disastrous, Dhruv Desai, senior VP, HR, and leadership academy at Angel Broking feels managers can use covert means and other indirect cues to convey the message. “Managers can describe their views as new and efficient ways of doing things to gain the trust of their bosses without sounding superior,” says Desai. They can use the 360-degree feedback systems of the company.

(The Economic Times, Mumbai, 14-08-2012)

Five Ways To Keep Going When Times Get Tough

IT IS DIFFICULT to keep your chin up in tough times when the increments dry up, jobs are few and far between and there’s a dearth of rewards and recognition. But having a long-term view will help in motivating yourself for a brighter future, says Shreya Biswas. 

1 Accept Reality Take the help of a friend or spouse to acknowledge the changed situation, in this case, the slowdown. “The simple act of stating that the market is tough and that it can and perhaps will affect you is the first step,” says Muralidhar Rao, chief executive, Future Learning. 

2 Think Long Term Present yourself and your teammembers a long-term scenario. Tell them that things will turn around. “Keep your optimism up and see what is coming through,” says K Sudarshan, managing partner at EMA Partners International. 

3 List Implications A slowdown hurts no matter where you are on the organisational ladder. It is important to list the implications of the situation and to ensure that they are as vivid and specific as possible but remember these are not pronouncements about your future. 

4 Shed Old Beliefs It is an excellent time to shed some excess baggage and beliefs. “The foremost is the assumption that you are automatically entitled to an increase in earnings year-on-year over your entire career span.“The situation is a good time to get back to focusing on your performance. That is the best job security that you can create for yourself,” says Rao. 

5 Identify Opportunities 

This is perhaps the most difficult but the most productive thing to do. Do not attempt this till you have gone through the steps mentioned above. Identify possible shifts in roles and pick courses that you can do. “This will come in handy when things turn around and can even help in bagging a new role in your existing company,” says Sudarshan.

(The Economic Times, Mumbai, 10-08-2012)

Five Ways To Serve Your Notice Period Responsibly

PUTTING IN YOUR papers doesn’t mean that your responsibilities are over. Remember, not fulfilling your duties properly creates a bad impression. Sreeradha D Basu tells you what to keep in mind during the notice period. 

1 Don’t Be Casual Just because you are serving your notice period, don’t treat it flippantly. “Remember, you still aren’t exempted from the rules, regulations, policies and procedures of to the company,” says Sudhir Dhar, senior VP -HR, Motilal Oswal Financial Services. 

2 Hand Over Your Work Work half-done is equal to work not done. Advises Sudhir Dhar: “It is very important from the individual and team point of view that the employee on notice period gives a thorough handover to the new person.” 

3 Share Contact Details “It makes sense to share your contact details with your colleagues. You never know when it can come in handy,” says K Bansal, who recently joined a consulting firm after a six-year stint at his last one. 

4 No Badmouthing Don’t spread negativity if you were dissatisfied. “One should not start talking negatively about the company,” warns Motilal Oswal’s Dhar. 

5 Don’t Be Critical No matter how tempting it may be to vent your frustrations about the organisation, don’t do that during the exit interview. Steer clear of raking up any controversy.

(The Economic Times, Mumbai, 07-08-2012)

Is Your Leadership Showing?

You're the CEO of your company. But do you look and act like a leader? Here are five ways to get started.

For leaders, it’s a bit different. How do you show that you’re leading? Here are five competencies that good leaders demonstrate. They are related to one another, and each is framed with a question to help you think about opportunities to display leadership.Most members of a team know when they’re doing their work well. They often have a particular area of expertise, and they have deadlines and deliverables. 

1. Visibility

We know that leaders need to be seen by followers--from formal presentations and announcements, to a crisis, to simple “managing by walking around.”  The less-obvious occasions, however, are easily overlooked. They can be lost opportunities, or powerful expressions of leadership.

As a leader, when do you feel out of your comfort zone? Maybe it’s when you have to deliver bad or unpopular news, or mediate a conflict between direct reports, or perform a necessary task that you just don’t like. One CEO client told me that he found it hard to celebrate the “small to medium wins” that his team wanted acknowledged. He considered these victories just part of doing business. His solution was to ask his executives to publicize accomplishments up to a certain level, allowing him to save his praise for the really big achievements.

Ask yourself, “How am I visible to others when I don’t want to be?” The answer is not to pretend to like being visible--far from it. Instead, ask yourself this question prior to an uncomfortable event, and use it to help you prepare. Consider some behavioral options, and put yourself in a different mental space. Then you’ll be able to be visible in a more productive, less stressful manner.

2. Preparation

Many leaders are great at preparing the logistics of leadership (the facts and figures in a plan, or the pitch for a presentation). Too many leaders, however, don’t prepare regularly for the deeper daily requirements of leadership. This is a shame, because most leaders face complex challenges, relentless claims on their time, and increasing pressures to deliver on goals over which they don’t have direct control. A bit of regular preparation goes a long way.

Just as athletic activities involve physical, mental, and emotional energies, leadership is a “whole-body practice” and requires preparation of the whole person. The next time you are running through your checklist prior to a leadership event, ask yourself, “How have I prepared my whole self for this?”

3. Comfort

This is closely related to preparation, because leadership discomfort is greatly enhanced by a lack of preparation. In order to be more comfortable as a leader and to appear that way to other people, you need to practice (which is simple preparation repeated).  By “comfortable,” I don’t mean perpetually happy or even relaxed--I mean groundedin your complete embodiment of leadership.

Ask yourself, “How do I display that I am comfortable with the responsibilities and demands of leadership?” Look for nagging doubts in the back of your mind; or instincts that need to be surfaced around what you feel should be happening instead of what is happening, or that feeling of dread in the pit of your stomach about an issue not faced. This is valuable data, and if you do not address your lack of grounding and comfort, others will certainly sense it for you.

4. Listening

One reason that modern leadership is hard is because an effective modern leader must listen to others. Though few people manage to do it, this may be one of the easiest competencies to demonstrate--provided you can resist the urge to talk.

Ask yourself, “What one thing can I tell myself as a reminder to listen more?” It’s vitally important that you think up an effective cue. If you can’t come up with one, that in itself could indicate a deeper internal misalignment.

5. Blend

This list started with visibility. When the opposite is required, a leader must blend in. Otherwise, he or she risks drawing attention away from the people and issues at hand. When you pull back, it makes it easier for other people to bring you hard problems, bad news, and perspectives that challenge the status quo. 

As a leader, it’s not all about you. The clearest way to demonstrate this is to find the right moments to step out of the spotlight so that other people get the attention they need. Ask yourself, “When necessary, how do I lower the volume of my leadership presence?”

Though leadership can be hard to demonstrate at times, regularly questioning how you embody your role will serve your leadership well.

Brian Evje: Brian is a management consultant with the organizational effectiveness practice of Slalom Consulting and an advisory board member ofAstia, a global not-for-profit dedicated to increasing women's participation in high-growth businesses.

Original Link: http://www.inc.com/brian-evje/is-your-leadership-showing.html

Five Ways To Prepare for a Skype Interview

A NUMBER OF tech-savvy companies prefer to take the first cut interview through Skype that allows users to have video chats through the Internet. Mahima Puri puts together the ways to ace an interview via Skype.

1 Establish a Comfort Level It is always preferable to establish a certain level of familiarity with the software and use it for personal purposes, instead of directly using it for professional purposes. “This can be done by having chats with family members and friends on Skype,” says Shiv Agrawal, managing director of ABC Consultants. 

2 Have Test Runs Ensure that your Internet connection has an appropriate bandwidth to support a flawless chat. “Sound is very important. Similarly, the image should not be blurred. Ensuring a smooth interaction will create a good first impression for the candidate,” says Tejinder Pal Singh, life science partner, Transearch International. 

3 Dress Up Formally Though a majority of the candidates are at their homes while interacting on Skype, they are expected to dress up formally. “Usually, the first interaction is to understand the presentation and communication skills. It is advised candidates look their best,” Agrawal says. 

4 No Noise, Please In no way, a Skype interaction should be taken as a casual one, advises Agrawal. This also means candidates should make sure there is no unnecessary noise in the background or there is no one else in the room. 

5 Mind Your Body Language This includes hand movements, shifting in the chair and facial expressions. “Make sure you are not moving too much or talking too loudly,” Singh says.

The Economic Times, Mumbai, 24-07-2012

Five Ways To Create an Impressive Resumé

A RESUME is the first step towards your next assignment, and the stepping stone for building your brand. Anumeha Chaturvedi brings you tips from experts.

1 Keep it Short Though one page may appear to be too short to sum up your career trajectory, Radhakrishnan Menon, founder and MD of LBW Consulting, feels a one-page resume always grabs attention. “It reflects the focus and ability to summarise your career in one page,” he says. Uday Sodhi, CEO of HeadHonchos also feels that it is best to restrict the resume to one or two pages. 

2 Customise Career Goals Highlight your career objectives upfront. Focus on the employer’s needs, and do your due diligence on your prospective employees for stating your objective, says Pallavi Jha, MD and chairperson at Dale Carnegie Training India. 

3 Highlight Career Graph Try to share the story of your career, says Menon. “While it is important to mention about your skill sets in various roles and stints, your past experience should also reflect what you wish to do,” feels Sodhi. 

4 Back Details with Dates An employer frames an opinion on the resume in the first 25 seconds. “Give clear factual information by adding the months and years for stints and education,” says Sodhi. 

5 Format it Correctly The resume has to have eye appeal to attract attention, and that comes with a proper structure and formatting. While personal summary can come in the end, personal accomplishments can be explained in about three-four lines.

The Economic Times, Mumbai, 27-07-2012

Five Ways To Make A Good Presentation

Presentations are de rigueur in the corporate world. Engaging the target audience with the right words is critical for success, says Anumeha Chaturvedi. 

1 Practice Before Hand While some people are confident of impromptu presentations, others are not. “Presenters should practice as much as they can before a presentation ,” feels Rajita Singh, HR head of Broadridge Financial Solutions. One may also make a note of questions that might be asked. 

2 Keep it Simple Since the primary motive of the presentation is to make a lasting impact, it should be simple. “Trying to use big words and corporate jargon is a baggage that professionals carry,” says Singh. “They should use simple words and back it with data instead.” 

3 Use Non-verbal Cues “More than 70% of our communication is through non-verbal means. Hence, the use of hands, eyes, and eyebrows is also important for effective communication,” says Ramesh Shankar, EVP and cluster HR head, South Asia at Siemens. 

4 Evoke Emotions Evoking positive emotions will engage the audience. “If the audience is primarily male, presenters could draw examples from the sports arena; if it is largely female, it could be about relationships,” says Singh. 

5 End with a Catchphrase “Ending one’s presentation with a popular catchphrase or a quote will make it memorable,” feels Singh. If half the people look or sound excited, your mission is accomplished.

(The Economic Times, Mumbai, 13-07-2012)

Five Ways To Deal With an Incompetent Team Leader

There are very few things at work worse than having to deal with an incompetent boss. But if you do, then take comfort in the fact that you are not alone. Sreeradha D Basu gets you some tips on how to deal with an incompetent boss. 

1 Start on a Positive Note No one wishes to be an incompetent or a bad boss intentionally. Says Makarand Khatavkar, MD & HR head for Deutsche Bank Group, India: "To begin with, try changing how you define a problem: if you define the problem as a person and not as a behaviour to be changed, you create an emotional impasse and close all doors to improving the situation." People cannot change who they are but almost anyone can change the way they act. If you internalise this principle, you can deal with anyone, he says. 

2 Give Support to Your Boss Are you doing anything that is aggravating the problem? All managers are humans and are prone to human fallacies and they do need support of competent staff. "Generally speaking, most bosses are aware of their weak spots but may feel awkward to ask for help. If you recognize your boss’ limitations and support him in overcoming his challenges through your skills, knowledge and judgement, you will be valuable to your boss and gain a lot," advises Khatavkar. 

3 Get Things in Black and White When you’re dealing with an incompetent boss, it’s good to opt for the formal communication route. Such bosses tend to impose their faults on others. So the best way to protect yourself is to communicate in writing, for instance over email. That way, it’s on official record. "You need to have your safeguards inbuilt so you are not made a scapegoat," warns Symbiosis Management Consultants CEO Vinay Grover. 

4 Remember the Context
Very often, problematic behaviour triggers issues that we are sensitive to and provoke unhelpful reactions subconsciously. This means you cannot put the blame entirely on the incompetent boss. Says Khatavkar: "Contextual factors play a major role in your boss’ performance. Most importantly, do not make judgement about your boss based on what you know—you might be blissfully unaware of organisational realities and dynamics that your boss may never speak about. Please incorporate this X-factor before forming any opinion." 

5 Adjust to the Situation If nothing else, just lie low and adjust to the situation. "Make adjustments according to your boss’ style to achieve organisational goals," says Vinay Grover. Figure out just what it is you have to deal with and work out your own coping tactics till the time you are ready to leave.

(The Economic Times, Mumbai, 10-07-2012)

Five Ways To Network like a Pro at Work

THE SKILL OF establishing and maintaining good network is critical for career growth. Building a good network not only helps reap benefits in your current organisation, but often comes in handy even after you switch jobs. Sreeradha D Basu gets the experts to tell you how to network like a pro 

1 Be Proactive "Be the one to make the first move instead of waiting for others to approach you," advises Prashant Deo Singh, Head- HR & General Affairs, Panasonic India. Many feel a bit hesitant, even scared, to go out and network, and the first few attempts in particular, may even be awkward. But if you hang in there and persevere, it will soon come easily to you. 

2 Reach Out Far & Wide Instead of confining yourself only to people in your department, or at a certain level, try and reach out to as many people as possible. Says Ronesh Puri, MD of head hunting firm Executive Access: "Try and gain acceptability at different levels. That way, your influence will increase." 

3 Think Long Term Networking isn’t a numbers game; it’s more about the quality and depth of the relationships. "That means going the extra mile for the people around you. Don’t think about how you stand to gain in the immediate short term. It’s more about the longterm perspective," feels Executive Access’ Puri. 

4 Get to Know Them Well The best way to build a good rapport with others is to be genuinely interested in them. Learning to communicate with different people from different backgrounds is an important networking skill, and one that will hold you in good stead in your career. "You need to get to know the other person beyond work; find out about his/her family, personal interests and more," feels Deo Singh. 

5 Be Genuine Go the extra mile to interact with and help others at work but be genuine. "If you are the kind who agrees with someone today but turns around and does the exact opposite tomorrow just because it serves your interest, no one will respect you or take you seriously," cautions Ronesh Puri. "Be consistent in what you stand for. Try and create a positive impact and make a difference to people’s lives at work," he says.

(The Economic Times, Mumbai, 06-07-2012)