Established 1996
Why we don’t let Coworkers help us, even when we need It
Common wisdom suggests that at times of distress, people must help one another. The one receiving it would certainly be helped, and the one giving would get moral satisfaction. However, contrary to this, a lot of people react otherwise and do not appreciate help being given to them. There are several complicated reasons for this, influenced by the dynamic between all. Five key reasons were identified, starting with the desire to remain self-reliant. Another is not to feel obligated towards someone else. This followed by image-protection, lack of trust and a lack of belief in the competence of others, especially at the workplace. Those in charge of talent management and retention at any organization, must realize how this dynamic works. Some employees, go out of their way to help their colleagues, but this leads to pointless burnout. Work quality and employee engagement may also suffer as a result.
Uploaded Date:07 June 2018
Spanning the Boundaries that limit Organizational Innovativeness
Organizations are increasingly working in global environments where the business leaders need to manage across geographic, institutional and cultural diversity. While most people are not naturally comforting working across such a wide spectrum, this is a basic necessity for acing talent management today. One can start off by being associated with smaller, risk-free projects, or being part of any bigger team where others are there to take care of. There may be differences even in terms of ideology towards foreign trade or national interests. Sometime, in spite of formal mergers, employees tend to associate themselves with either of the earlier entities due to the underlying cultural differences. This can be clearly seen with Air France and KLM as well as with the Novartis case between Ciba-Geigy and Sandoz. There also exist natural multicultural people, who can easily switch across cultures. L’Oréal is one company that makes use of such people to the hilt. The Renault-Nissan merger is another example of good integration across the cultures- French and Japanese.
Uploaded Date:07 June 2018
Research: Watching an Expert do something makes you Think you can do it Too
A lot of people feel influenced by people they watch on TV or the big-screen and wish to emulate them. They get a sense of confidence and adrenaline pumping when they see successful people perform. This is why there are loads of inspirational and how-to videos on YouTube. Yet, multiple researches have demonstrated that merely by seeing others perform rarely helps. Even the number of times viewed does not tilt the balance much. This is because, while one may memorize the steps performed in any session, until one practices the same, it is pointless. And that is why even after viewing countless management training sessions on YouTube, one does not overnight speak convincingly like Steve Jobs did. More than merely watching, viewers must set aside time for practice. One may start small and experiment. The practice must be mixed where simultaneous to watching, one must practice alongside.
Uploaded Date:01 June 2018
Why you should let Employees Personalize their Job Descriptions
Most of us live in a society getting increasingly personalized. There exist adjustable seats, music playlists, and curated news sources. Yet, job descriptions have remained static and permanent. To be fair, companies have been several efforts to bridge this by providing incentives, perks, corporate training and innovative office spaces. Employees however stay most engaged by engaging work profiles. So, companies must get jobs to match employees, rather than vice-versa. Most employees are looking for either or all of professional personal and organizational development. The best-fit may truly be gauged through an honest discussion with any team leader’s direct reports. There exist three major employee personas- altruistic, big thinkers and creatives. For the first category, helping others is a key driving motivation. Big thinkers can best be tapped into when they have a clear view of the corporate strategy, so they know where exactly do-they fit in. The creatives must be used to generate and work on innovations.
Uploaded Date:01 June 2018
The 3 types of Diversity that Shape our Identities
Workplace diversity is a matter of much debate today. A survey was conducted on corporate managers in Spain to deduce the same, and it was realized that depending on whowas questioned, the term diversity usually referred to one of three. The first one is demographic which includes race, gender and sexual orientation. Then there is experiential diversity which tracks the affinities, abilities and hobbies. And finally, there is cognitive which studies the way people approach problems and try to solve them. All these three types determine identities. To manage identities of origin, proactive companies have increasingly resorted to corporate training session to overcome any hindrances at workplace. For the second type – identities of growth- the best strategy is to just let it be, with minimum intervention. Managing identities of aspiration is often the toughest within the art of talent management. Best way to deal with this is to create projects for different sets of people. Sodexo and Valve are examples of organizations that got this diversity balancing act correct.
Source:https://hbr.org/2018/05/the-3-types-of-diversity-that-shape-our-identities
Uploaded Date:01 June 2018
Are you Addicted to Power?
It is well-known that power is addictive and corrosive. Too much love for power can have short-term gains, but difficulties over a period of time. History is witness to en number of power addicts who fell for the trap towards eventual destruction. Having power over others, boosts testosterone, which in effect leads to increase in feel-good dopamine. However, too much of this dopamine can lead to hubristic and impulsive behavior, leading to reduced empathy, a sure sign of poor grip on talent management. Checks and balances are thrown out of the window, with business leaders engaging in catastrophic M&As. This emanates from rash decision-making, leading to faulty planning. To resolve such issues specific corporate training sessions for leaders must be designed which look at cultural audits and a three-sixty-degree leadership feedback. Worker’s councils can also be gauged to realize potential troubles arising in the leadership.
Source:https://knowledge.insead.edu/blog/insead-blog/are-you-addicted-to-power-8986
Uploaded Date:30 May 2018
What to do when you’re stuck between your Boss and boss’s Boss
It is not an enviable position to be in when an employee gets stuck between one’s boss and further superior. Here, one needs to manage different people and their egos without angering any. There usually exist three such common scenarios. The first is when the boss’s boss asks the person to perform some task without taking due permission from his/her reporting officer. The next one is when one shares information with the subordinate without doing so with the direct report or peer. The worst is when the two of them are tugged in a stalemate, with no single view reaching consensus. Whatever the case, one needs to steer clear of taking sides. As a last resort, even if one needs to do so, it must be after clear, strategic thinking. Talent management is not something that only the top management needs to engage in, but at each level one requires this skill to navigate against superiors aswell. One needs to act within limits, as getting caught in office politics can divert one away from the real task at hand. Instead one must try to resolve a solution.
Uploaded Date: 30 May 2018
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