Talent is the biggest challenge organizations are facing in today’s environment where the millennials are taking charge. Employers all over the world are looking to find ways to keep employees engaged. Gallup research shows that only 13% of employees around the world are actively engaged at work, and more than twice that number are so disengaged, that they are likely to spread negativity to others. If people are not engaged, how can leaders attain those business objectives that are critical to improving organizational performance? And, at the same, we need our leaders to engage employees. An engaged employee becomes an … Continue reading Driving talent engagement through social
My last few weeks have been really busy and I have spent a lot of time at work, which presented an opportunity for me to observe people and their leadership styles. My current focus at work is to lead the ‘Early Professional Hiring and Journey’ for IBM India Sales and Distribution and under this exciting strategical effort, we are inducting a cohort.
An illustrated lot of leaders is interacting with the group and sharing their priceless information. Along with that, I am nudging the group to look for skills and characteristics which appear beneath the surface but impact the leadership and the leader; and more so, people who work with the leaders. And then imbibe those.
While I can create a fancy laundry list of actions each leader need to be cognizant of but I am not a guru and no one is a disciple here. Let’s uncomplicated it. You must have read in Talent Mantra: People should lead – People. Rest is just waste! that even if people have great roles, they may leave the organization if the people they work with create a hostile environment.
Compassion is the only differentiator between a designation and a leader who gets respected and admired. While talented people grow, sometimes those who just stick also move up the pyramid. However, at the top, compassion becomes a strength and the only key to engage and drive people.
I would also recommend you to read this blog in which a lot of people shared their idea of a good leader: What makes a good leader?
Read this small story about a person working with a freezer plant.
It was almost the day end. Everyone had packed up to check out. A technical snag developed in the plant and he went to check. By the time he finished it was late. The doors were sealed and the lights were off. Continue reading “Leadership is NOT about designation, but compassion! Do you have it?”
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.
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 “Talent Mantra: People should lead – People. Rest is just waste!”
The problem lies at a very deeper and basic level – right in the minds of our leaders. The ‘change’ has been painful and agonizing.. Here’s one example: continuing to rely on email is the ‘only’ or preferred way to work. Email, corporate intranets and knowledge management solutions are clearly not ‘old’ technologies, but in the context of true collaboration they are outdated, old school, and rely on rigid methodologies, hierarchy and structures that don’t take full advantage of the free-form approach of enterprise social collaboration. Continue reading If it Clicks, it’s Social!
Barranquilla has been a great host so far, with sumptuous food and amazingly warm people. The impression with which we came, has transformed into a delightful experience. The rich culture and the amazingly aromatic coffee makes this place THE place to be. But wait, there is a catch. All is not awesome when it rains in Barranquilla! Arroyos (intermittently dry creeks) can become dangerous. We were advised by our security officer to be alert and careful with arroyos when it rains and we all wondered if the warning held any merit. Everything looked so calm and peaceful. But, things do … Continue reading Hola, Mi nombre es Khalid
Why employee engagement is so low, although organizations are spending time and money on it? What is missing? is there a way to make our Monday mornings more vibrant? Continue reading Are you a Walter Mitty?
My Sametime (IBM internal instant messaging tool) status says ‘Let’s interact’ as I feel the more we connect the more productive we become. I never liked the plain old vanilla ‘Available.’ I see the green button, I know you are available. I also like what Tim Collins, Director, HR Talent, Development & Resources, IBM and my manager has as his ST status, ‘How can I help you?’ In this era of virtual connectivity, the more genuine human emotions we express, the better it is for all of us. It goes a long way in bringing people closer in the world ‘w i d e’ web. Continue reading “You can make your workplace ‘happy’”