Each successful team or business needs a combo package of high- potential performers and likewise, producers. Individuals too need to identify, where they fit in. Talent recruitment teams ought to plan in a way that they hire people with both these capabilities. Such professional types have been written about in detail in the new book titled The Self- made Billionaire Effect: How Extreme Producers Create Massive Value, written by Mitch Cohen and John Sviokla. The two writers conducted extensive business research, interviewing more than a hundred billionaires who fall under the self- made category. A questionnaire has also been created by which professionals may assess which of these two categories do they fit in best.

Source:https://www.strategy-business.com/feature/Are-You-a-Producer-or-a-Performer?gko=45ccb

Uploaded Date:23 December 2019

Success is not just about being good, but one also needs to affirm one’s existing potential. The lack of the latter is one of the major reasons why African- Americans are so under represented at the top corporate leadership positions. Business intelligence collated from the US government department, clearly confirms this trend with a mere 8% of all managers and less than 4% of CEOs being from the community. Several stereotypes one needs to encounter at the early stage that test the self- affirmations on way towards black leadership. In the middle, one is poised for further growth, but the environment keeps it back. One needs to use one’s influence, leadership and power for good, at the late stage of career, for broader empowerment to the community. For all this, the individual will need to carve out one’s own space from within the melee.

Source:https://hbr.org/2019/11/success-comes-from-affirming-your-potential

Uploaded Date:21 December 2019

Among the hardest employees to manage are those who are constantly defiant, defensive or stubborn. They love to oppose for the sake of it. They may even shy away from authentic feedback or constructive debate. One way that talent management experts have deduced to steer past these problems, is to only assign tasks to such people, in which they are genuinely good at. The profile needs to be limited to a specific domain. Another tactic would be to overlook individual styles, at least temporarily, especially when the person is adjusting to some new circumstances. Occasionally, the management would also need to be magnanimous enough to concede these guys may have got it right. Ultimately, one needs to know where to draw the line.

Source:https://hbr.org/2019/11/how-to-manage-a-stubborn-defensive-or-defiant-employee?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=weeklyhotlist_activesubs&utm_content=signinnudge&referral=00202&deliveryName=DM57083

Uploaded Date:21 December 2019

One of the most promising new jobs in the market is that of a Customer Sales Manager (CSM). It has evolved from the traditional account manager, and goes beyond merely selling at the point of sale. As per a study conducted by talent recruitment firm LinkedIn, the CSM was outlined as the second most promising sales job for 2019. With more number of CSMs now, a multi- faceted balancing act is required. One of the reasons for the swelling up in numbers of CSMs is because a lot of businesses are now working in either the consumption- based or subscription- based models. Recurring business growth means that nurturing of clients or customers already won over, is crucial. Contrary to the claims on some, CSM is not an old package, merely with new packaging. Its balancing act must navigate past three categories’ competing interests. The mission of the firm is in either company success or customer success. The profile too needs to be clear, on whether its that of business consulting or in sales. The right metrics and incentives too need to be brought in to the fore.

Source:https://hbr.org/2019/11/what-is-a-customer-success-manager?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=weeklyhotlist_activesubs&utm_content=signinnudge&referral=00202&deliveryName=DM57083

Uploaded Date:21 December 2019

It is extremely well- known how emotions play a big role in decision- making. Negative emotions can prove to be contagious. Such emotions have been studied in greater depth than the positive ones. Sometimes problems can get accentuated when one is being exposed to multiple negative emotions, all at the same time. For organizations, a major challenge is on how to address employees’ emotional highs and lows. A new area being worked out by many is tracking of real- time facial expressions. Studying this will require first a thorough data warehousing for expressions of all sorts. Even during surveys, there is always the risk of respondents not answering honestly. They however, will not be able to fake their facial expressions.

Source:https://sloanreview.mit.edu/article/measuring-emotions-in-the-digital-age/

Uploaded Date: 16th December 2019

Body language is one thing that invariably varies across countries and cultures. Something may be perceived as rude in a Nordic nation, but considered appropriate in Africa, while what may be seen as friendly in North America, might be construed otherwise in east Asia. Several management training modules have been curated to work on understanding these intricate nuances. However, one area where the differences may not be quite as stark are the micro- expressions. These are very difficult to fake. Body language workshops are thus now focusing on such micro- expressions. To ace the understanding of such micro- expressions, one needs to start off by studying individual expressions. Then, follow- up must be done culture specific on the country one is about to visit. Thirdly, the person has to pay attention to the moment. Finally, one must pay heed to own intuition.

Source:https://hbr.org/2018/09/how-to-get-better-at-reading-people-from-different-cultures

Uploaded Date: 16th December 2019

The Peter Principle was postulated about half a century back, but its postulates remain relevant even now. The principle states that employees keep getting promoted till a point where their skill sets are unable to cope up with the details. This happens because employees getting promoted on the basis of their existing profiles, not on the basis of their work being suited to the position up the chain. To solve this, the leadership team needs to introspect regarding some key questions. One of them is whether the said candidate has the leadership skills to be a top contributor at a higher position. While the person’s individual performance measures may stack up positively, his/ her other aspects’ performance may be lagging. So, the next question is whether the individual scores can be mapped towards a management position. The talent management team also has to look hard to understand whether the candidate- based decisions will take the company forward or back.

Source:https://hbr.org/2019/08/hire-leaders-for-what-they-can-do-not-what-they-have-done

Uploaded Date: 16th December 2019