Y Mag - 1
Y Mag - 1
Y Mag - 1
In this issue
The dharma of the professional Dr. M B Athreya Managing work-culture TURNAROUND Rajiv Khurana
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6-8
9-11 12
In order to Change Something The range of what we see and do Is limited by what we fail to notice. And because we fail to notice That we fail to notice, There is little we can do To change Until we notice How failing to notice Shapes our thoughts and deeds. --R.D.Laing
In a Foreword by Stephen Covey for Alex Pattakos, Prisoners of Our Thoughts, Viktor Frankls Principals at Work. San Francisco: BerrettKoehler, 2004. Contributed by Dr. Charles M Savage
Greetings friends, I am delighted to place before you the first edition of the monthly Ymag. Consider this as a beta version. Many changes may take place during the next few issues based on the advise, comments and guidance that I may receive from you. It is your eMag. Feel free to help in building the shape you desire to see. Many of you would be wondering the reason for my discontinuing ABCeMag which reached you 70 times on time with precision every fortnight. Well, I just wanted to expand the scope from Academia, Business and Consulting to include professionals in every domain. I am in the midst of completing formalities to establish YPROSINDIA, a social enterprise, focusing on professionals with a zest of saying Yes and whY-not to every positive action. You will read all the details in the next issue. After 244 Years, Encyclopaedia Britannica Stops the paper edition. Bowing to the competition online, the encyclopaedia's publisher said the 2010 edition, a 32-volume set that weighs in at 129 pounds, would be the last. Time to say whY-not more vigorously to the electronic medium, save and serve the environment. Time of change, time for change and time to change is here. Time to increase the intensity of saying Yes to all things possible and actionable Cheers, Rajiv Khurana Editor
PS Please dont forget to send your feedback at rajivkhurana@vsnl.com. You may even call me at 9810211256.
Dr. M B Athreya
Professionals in different fields form an important part of the human capital of a country. They have a pioneering role in the rapid growth of a poor country, aspiring for a better life for all its people. Their role is even more crucial in India, with a huge population, and many internal and external challenges. They have an important dharma, a set of duties, to discharge. In this article, we deal with the major components of that professional dharma. The article is in seven parts. First, the definition of a Profession and its practitioners. Second, the concept of dharma. Third, the dharma of a professional towards his/her own profession. Fourth, dharma to the organization where he works. Fifth, to the Nation. Sixth, to the society. Finally, his personal dharma. Who is a Professional? A professional can be better defined by distinguishing him from an amateur. He has been formally trained for his profession. The training normally includes three important elements. A formal, growing body of knowledge relevant for the profession. Certain competencies needed for success in the profession. A set of core values for the right use of such knowledge and competences. What is Dharma? That which upholds is dharma. It will uphold the society, organization or individual, who practice it. When dharma is protected, it protects its protectors. Dharma includes the ideas of ones duty; a sense of justice, equity, and fairness. At a personal level, each individual has to practice dharma in his various roles family; work; social and any other roles he takes up for the duration of that role. In an organizational context, there are specific level related dharmas. Broadly, one can speak of the Leadership dharma of the senior, at every level. Similarly, there is the Membership dharma of the junior at each such level. In the social arena, there is the dharma of those in government, and the dharma of the citizens. In this article, we are focusing on the dharma of the Professional.
#1. April 1, 2012 Dharma to ones Profession There is a tendency among many professionals to be interested in the parent Institute only till acquiring the qualification. Thereafter, they tend to forget it. They do not maintain much links with it. They get absorbed in their organization or private practice. There is of course, some responsibility of the Institute to stay in touch with its alumni, organize events for them; and continue to add value. Some institutes do try. But, many professional do not take much interest. It may be said that professionals get the institute that they deserve. Ultimately any institute is what the professionals make of it. The dharma of a professional to his profession includes the following -- Be a highly competent practitioner and bring credit to your profession. Follow the values of your profession, and bring credibility and wide acceptance of the profession. Participate in the educational and coaching programs of your institute for new students, younger colleagues and other target audiences. Attend the Continuing Education Programs and update yourself. Join the conventions and conferences and contribute through papers and discussions. Take up some responsible roles at local, regional and national levels of the profession.
#1. April 1, 2012 Dharma to ones Organization The dharma of a professional to his organization has the following aspects Deploy your specialist professional expertise to meet the needs of the organization in your field. Continue to develop and refine your expertise, to help your organization enhance its corporate image. Be an active member of the top management team, contributing your professional expertise, while also appreciating the different expertises of other discipline professionals in the team. Educate the other departments in a broad appreciation of the expertise of yourself and your team, and its full utilization, for the benefit of the organization. Impress on your management to follow all the laws, rules and regulations relating to your professional area. Recruit, mentor and develop your team of professionals in your field, for posting to the various divisions and subsidiaries of your Group. In addition to knowledge and skills, make sure that they also have the right professional values and attitudes. In case of any serious risks of violations of law or the organizations code of conduct, take the risk of being a whistle blower, and protect your organization. Support the total process of the professionalization of the management of your organization, including the elements of Mission, Vision, Strategy, Organization, HRD, Systems, Culture, CSR etc. Dharma to the Society A professional can discharge his dharma to Society in the following ways. - Bring in social awareness and inclusion in the activities of your institute. Initiate, join and lead social contribution projects in your location, along with fellow professionals in your field. Spread the idea of volunteering for social work in your profession, across the country. Catalyse the formulation of a CSR Policy and Budget in your organization. Set an example and encourage your subordinates, across the organization to volunteer to work part-time for the causes of literacy, health, education, etc.
Dharma to the Nation With respect to the nation, the dharma of the professional includes the following Be a world class, cutting edge professional in your field, raising the bar in India. Help your organization to be competitive in India, against imports. Help your organization to be globally competitive in export markets. Help raise the standing of your institute and profession in international rankings. Work with Colleges and Universities in your field to help raise their standards. Take part in central, state and local government projects and committees and contribute your expertise and experience.
Personal Dharma
Lastly, the professional should follow dharma in his personal life as well. Be a responsible leader of the family, caring for parents, spouse and children. Be a good neighbor and local community member. Follow all laws and regulations on taxes, other dues, traffic, hygiene, health etc. Be in good physical, mental and spiritual health. Be a positive and constructive force for good all round.
Dr. M B Athreya
Management Guru. Former Professor - IIM Kolkata, London and Scottish Business Schools. Chair and Member of Government Policy Committees. Advisor to industry, government and NGOs.
Dont ask yourself what the world needs; ask yourself what makes you come alive. And then go and do that. Because what the world needs is people who have come alive. - Harold Whitman
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Rajiv Khurana
Take charge of the situation
Whatever people do with each other or they dont do with each other at work place is culture. We help, we crib, we backbite, we go out of our waycontributes to building of a work culture, by default. What can we do by design? Make an effort to bring a TURNAROUND. Here are few ideas to get started: Take charge of the situation Invariably we spend more time talking about the workplace problems even after the work time. We dont even get paid for such a time investment ;). Why waste our energy. Invest time to douse the fire when it erupts or better still work towards fire prevention. When we dont take charge of the situation, they take charge of us. Be clear why you wish to turnaround.
Use help
Review and measure vigorously
Optimize talent
Usher a sense of urgency Normalize nuts & bolts of daily action Deliver results, banish excuses The acronym TURNAROUND is the intellectual property of the author.
Use help Einstein said, You cannot solve a problem from the same level of consciousness that created it. Seek a consulting intervention. Why suffer the pain by not going to the doctor. Here the pain hits the results too. Am I making a case for consultants? You bet. If all solutions were available in-house, why would there be problems?
#1. April 1, 2012 Review and measure vigorously Metrics are important. Adopt them or evolve them diligently and vigorously. Keep passion in mind and dont get oversold by the process. Involve people. Build simplicity. Dont lose soul of the place. Neutralize negativity and build confidence Negativity leaks in from past experiences from within or outside the organization. Different people nurture negativity differently. A mixed blend creates irritants and may lead to havoc. Bring people together to share pain points and dream the pleasure points. Everyone wants to be seen as a winner. Develop the winning culture blue print through them. Ameliorate core strengths The discovery of core strengths take time. The evolvement of core values take much longer. Avoid imposing. Let them emerge through focused discovery. Once you have them, treat them like the ten commandments. Dont just display them. Implement them. Develop ownership of practice from top to bottom. 7 Rear people carefully When you sow a sapling, you need to nurture it. People cant be left on their own after the initial induction is over. A sensitive handle, channelizing of energy, feeling of participation and engagement are just few pre-requisites. Facilitating them to develop their future with you is a serious action point and not lip service. Optimize talent Who you hire is more important than who you fire. Ensure that people trust you. There is no one way street. Understand their expectations. Its not money or perks alone. Delve deeper. They wish to do a better job for themselves and the company. Understand their turnaround points. Work on them. Work with them. Consistently. Usher a sense of urgency Few meetings and some retreat are not sufficient. Minimize feel good factors. Even with big time sense of urgency turnarounds are slow. Imagine your snail pace if what you do is just 2-3 events in a year.
Experimental Hiring
Put about 100 bricks in some particular order in a closed room with an open window. Send 2 or 3 candidates in the room and close the door. Leave them alone and come back after 6 hours to analyze the situation: if they are counting the bricks. put them in the accounts department. if they are recounting... put them in auditing..... if they are manipulating the figures, make them CAs. if they are throwing bricks at each other. put them in legal branch. if they are sleeping. put them in security. if they have broken the bricks into pieces. put them into IT DEPT. if they are sitting idle. put them in human resource dept. if they say they have tried different combinations, yet not a brick has been moved. put them in sales. if they have already left for the day. put them in marketing... if they are only staring out of the window. put them on strategic planning.. and last but not the least. if they are talking to each other and not a single brick has been moved. Congratulate them and put them in Top management of the company.
#1. April 1, 2012 Normalize nuts & bolts of daily action Big ideas, big dreams, lofty goals look good in PowerPoint presentations. Translate them into everyday action. Make people responsible for such actions. Deliver results, banish excuses More powerful than the powerful idea is the powerful execution. Deliver results. Medal winners touch the ribbon first. Who gives rewards for the also ran? Conduct a competition of listing maximum workplace excuses. Display the long list. Banish the list. Your turnaround has just begun.
Rajiv is a transformationist through co-creative energy of people for individual and organizational impact. An International Management Consultant, Trainer and Executive Coach by description, he is a well published writer, author and digital expressionist.
Begin connecting
Linkedin works on connections. The most powerful use of Linkedin is to find new clients and business partners through the search function or directly via your contacts connections. The more direct connections you have, the more opportunities you have to connect.
Exchange testimonials
Testimonials are very helpful to have on your profile. Theyre a clear indication of the quality of your work and the relationships you form. But begging for a testimonial isnt a great strategy. If you want to get testimonials, use Linkedin to give them to people youve worked with and who have done a great job for you. Linkedin will show them the testimonial to approve, and then ask them if they want to reciprocate. They probably will.
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#1. April 1, 2012 Actionable: A high-energy noun gone passive and flabby. Authenticity: Has become its own antonym through overuse. Best of breed: Try not thinking of springer spaniels. Brain dump: Why treat creativity like construction waste? Co-opetition: Business doesn't need a version of frenemy. Disintermediate: Has the same number of syllables as "cut out the middleman" with none of the clarity. Incentivize: First, it's not a word. Second, what's wrong with motivate? Mindshare: Our psyches are not Florida condos. Offline: Annoying in meetings ("Let's take this offline"). We're already offline! We're surrounded by human beings! Outside the box: A clich about not thinking in clichs. Proactive: Ugly corporate-ese, but without a decent synonym. Anyone? Repurpose: You are recycling. Just say so. Solution: A shame, what has happened to this word. Synergy: This bastard child of synthesis and energy is godfather to every enigmatically named tech company. Value-add:Devalues the concept of value. Talk shouldn't be quite this cheap.
www.inc.com
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Business Buzzwords we love to hate
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