Tag Archives: Business

Talent Mantra: People should lead – People. Rest is just waste!

The ability to connect with people and understanding their emotions is the key to people management. Some managers miss that point. – Khalid Raza

I was listening to Karan Thapar yesterday where he had a panel talking about employment and engagement. One of the panelists, Aruna Jayanthi, CEO, Capgemini India Pvt Ltd, shared how ‘people should be leading people’ and that this should be the mantra. She asserted that even if people have great roles, they may leave the organization if the people they work with create a hostile environment.

Especially managers play a great role. We all have been hearing this since dogs were tied with sausage how ‘people leave managers’ and yet managers pay least focus on people. Some of them are oblivious and some do not care – in either case they cost organization more than they create value. In turn these managers become the biggest cost heads for organizations.

People lead People Khalid Raza #SocialGlamor 1Let me also share this short story which I got as a forward in one of many Whatsapp groups I am part of..

There was a king he had 10 wild dogs. He used them to torture and eat all ministers who made mistakes. So one of the ministers once gave an opinion which was wrong, and which the king didn’t like at all. He ordered that the minister to be thrown to the dogs. Continue reading

Advertisements

Twitter is the new classroom – are you marked absent?

On March 21, 2015, Twitter will celebrate its 9th birthday. 9 years ago,  Jack Dorsey sent out the first tweet in 2006, at a time when the micro-blogging social network was known simply as twttr. Those who are interested can read Twitter’s full origin story.

tumblr_lxnecjMabB1qee43fTwitter is a great place to learn and be a leader. It is quick, easy and full of information. However most of us are unsure of many things when it comes to Twitter. Few years ago I shared 5 ways to get the best out of your twitter account however there is much more that we need to know. If you still do not have a Twitter account, then see how to create my twitter account deck.

Recently I read an article which said, the employees, who are not on Twitter should be fired. And I would not completely disagree. Twitter is a big classroom and most of your employees are absent. How do you plan to compete with the competition?

The problem: Modern information moves at a breakneck pace, and you and your team need to keep up.

The solution: Get on Twitter. Follow the smartest and most innovative people, publications and companies in your industry. Check in a few times a day. Retweet the best stuff, maybe compliment someone on a good share. You don’t need to tweet twenty times a day to reap the benefits of Twitter as an information source. (Sure, it can feel like trying to drink from a fire hose, but the slide below can help with that). It’s not necessarily a big investment of time, but it’s an essential routine to start integrating into your day. (If you’re struggling, create a little schedule for yourself. For example, check when you first log on in the morning, when you come back from lunch, and when you have your afternoon coffee. You get the idea. We think you’ll find that it will start to be as routine as checking email.)

Twitter has varied use cases which can help you become more productive – from micro-blogging to finding a job, from quick answers to keeping up with the news, from learning to being an SME… the list is endless. Everyone is learning. The question is – Where are you?

Please share with me what is one thing that you admire about Twitter? And if you are not on Twitter then share one reason why. May be, I will convince you why you should!

image

Does Social Media help in Recruitment?

IBM TalentVine

Find Jobs in IBM

The time is here, now, when Social Media (SM) is transforming all the work processes, internally too, and Human Resources (HR) is in the middle of it, leading the transformation. While CHROs and other HR Leaders are getting to the grips of it, SM is beginning to not only amplifying the benefits; it also presents some challenging turfs.

The key ingredient in applying SM to internal processes is people/employees who lead this transformation (supposedly). Lot of organizations are jumping on the band wagon and forgetting to address this inevitable and pivotal element – the employee workforce. Successful implementation of SM thrives on the understanding of capabilities SM brings. One size fits all, calls for the dooms day.

Let’s look at SM in recruitment. This comes naturally to all organizations and helps them tap talent using various tools and portals, allowing amplified reach through passive talent hunting. A new opportunity for companies to engage in a mutual, two way communication, is the new normal, allowing not only information dissemination but also a way to listen to what is being said.

In a recent research, Universum highlights, “Companies have yet to realize the promises of social media. Building followers and likes becomes simpler every day, but building engagement and community is undervalued. There is still a limited focus on the internal aspect of social media, i.e. using it to build engagement among employees and find ambassadors.”

Trends that impact talent attraction and employer branding

Trends that impact talent attraction and employer branding

IBM is leading in this space, once again, and is using existing employees to act as ‘ambassadors’ in attracting talent. IBMers across the world are actively engaged in not only growing their own careers but also helping attract talent within their networks and communities. Read: Recruiting Socially! How IBM is hiring.

In his recent article, Steve Hewitt, head of HR at Lumesse, highlights the challenges of using social media for recruitment purposes. He quotes a recent global research report by Universum of 19,000 students which found that most do not apply for jobs through social media channels but through a company’s website itself, raising the question as to whether social media is a destination or direction for hiring the most talented graduates. In fact, the survey found that only 13% of students received a job offer through these channels and that, in the UK, many students (36%) thought that live webinars with hiring companies worked better as an engagement channel for students than social media channels (28%).

So the question remains – is SM the solution to the recruitment challenge or a strategy to find the solution? Does your organization use SM to find talent? If yes, what are challenges being faced. If no, then you have a bigger monster to tackle!

Mentor in Me: 5 tips to Grow you Career

5 tips to grow you careerThis is a video blog I created for one of the IBM internal progrom called ‘Mentor in Me’ led by my friend Silvia Mihailescu,  Brand Systems& IBMer Enablement Leader- Global Services Delivery Europe & Africa, who also did a guest blog for us in June 2013 on Glamourizing your blog with videos.

This video blog highlights the 5 tips which helped in shaping up my career and also growing with in IBM although these tips can be used in any organization

4 steps to Career Advancement

Career Growth

This image was clicked in 2007, hence I look different, say younger!

Last week, I was invited by Anurag Mohit, Vice President – Compensation & Benefits, Growth Markets to speed mentor IBM Compensation Professionals in Growth Markets on ‘Career Advancement using Social’, as part of Velocity – the Career Fest. It was really interesting to talk to IBMers across the globe and provide them with guidance.

I was honored to be a mentor along with some real heavy weights, like Shantanu Jha, VP, HR Integrated Services Team, Anil Jalali, Region HR Partner Leader – Asia, Aruna Padmanabhan, Director (HR) – Area South and Nickle Lamoreaux, HR Vice President, Growth Markets.

One key theme which emerged from the conversation was, “How do I create my career advancement plan?” I am sharing my thoughts with you all.

Career is not your next role – it is your overall plan. Your next role may help you get there. As Nickle Lamoreaux aptly puts it “Your career is not a sprint; it is a marathonTweet: Your career is not a sprint; it is a marathon! http://ctt.ec/8au81+ via @khalidraza9 #career #growth #socbiz.” Lemme share a simple plan that I follow:

Set a goal: Career advancement starts with knowing where to go – having a plan for your career. Most of the time we fail to do that and then we wonder why, that too after losing considerable time! This sounds like a cliché, but having a plan allows you to see the goal clearly.

Plan your moves: Once your goal is set, understand and work with your career mentor (now you know you should definitely have a career mentor) to see what will be the next few roles you would need to get there.

Get skilled: This goes without saying. As you plan your next move (discussed in point 2) you would need skills to make you eligible and competent for that role. Again, your skills mentor (now you know you should have a skills mentor) should be able to help you here but the onus lies with you. I am glad that a few IBMers reached out to me to mentor them on Social Media after the event!

Network: I cannot stress enough on this point. This is a key point in career advancement. Now, if you look at the word, it clearly says Network = Net+Work. Don’t just add people to your circle and feel happy about it. You need to invest time and effort to nurture those relations. Social Media allows you to showcase your work and engage with your network and that in return will allow people to know your skills and help you grow further.

The more your share, the more people will recognize you. If you stay in your silo and do awesome work, only your manager and team will know. So go out there and shine – create your SocialGlamor which will allow you to showcase yourself.

Lemme share what Aadil Raza Mansoori, my elder brother, told me once, “You know you are good, but you gotta show them that you are good!” Tweet: You know you are good, but you gotta show them that you are good! http://ctt.ec/YcU52+ via @khalidraza9 #career #growth

Edited by: Vanitha Poojary

Free whitepaper: Social learning through communities

Is your organization looking gain value from social learning communities, but you’re not sure where to begin? IBM’s Center for Advanced Learning can help you start managing communities using practical tips and “secrets” of IBM’s own successful community managers.

Social Learning

Learning communities have become and imperative in the Learning Ecosystem and I am sharing this whitepaper on Social learning through communities. This brief paper is designed to get started with managing communities and is based on practical tips and ‘secrets’ of IBM’s Center for Advanced Learning’s own successful community managers. It focuses on

1. Social learning: what is it?
2. How to create a successful online community that enables social learning?
3. The community manager’s role
4. How to hire an effective community manager
5. Value Creation of a community
6. Measuring the success of social learning through communities

Please reply to this blog to let me know your thoughts and share your stories on how you manage communities.

How to opt out of LinkedIn Endorsements

Last few days, I have heard a lot of people getting salty about LinkedIn endorsement cobweb. And they wonder how to opt-out of LinkedIn endorsement – a gamified system, which was aimed to achieve a different result but now has become a nuisance for many, including LinkedIn. But before we move on, why don’t you tell what you think:

Personally, I do not have any reservations with its presence on my profile. In my opinion, Continue reading

%d bloggers like this: