Organizational & Employee Development

Why Managers Matter

0 comments

Dr. Sandeep K. Krishnan, Associate Director, People Business, India

Workforce Readiness: How Can Graduates Get Started

1 comments

A sizeable number of writings exist today, which bewail the gap between what is taught at schools and colleges versus what is really needed by businesses to be sustainable in a contemporary knowledge-based economy. Senior business leadership often cites workforce talent as a key concern in global competitive environment. As rightly put forward by Santhanam B, MD, Saint-Gobain Glass India, in the May-June 2011 issue of People Matters, The key question that keeps CEOs awake at night is “Do we have the right people to capture the opportunities ahead of us?...

Three Tips to Foster a Culture of Innovation

0 comments

One of the questions that we are asked quite often by HR professionals is “How do we develop and sustain a culture of innovation?” Creativity and innovation have come to be associated with companies like 3M and Google as part of their very DNA, but others still continue to struggle in their search of the Holy Grail of innovation. Clearly, most companies recognize the need for innovation in every aspect of their work, but developing a culture that encourages it is completely another story.

Changing the Hierarchy- Conversation With vineet Nayar of HCL

0 comments

Changing the Hierarchy- Conversation With vineet Nayar of HCL

Vineet Nayar, CEO of HCL Technologies, has written a book that describes how he defied conventional wisdom that says companies must put customers first, and helped
make HCLT one of the fast growing and profitable IT service companies in the world. In doing so, he has grabbed the attention of the business community, and turned the
hierarchical pyramid upside down by making management accountable to employees, not the other way around

Career-pathing in Today’s World

0 comments

Most of us have heard this question a million times: “Where do you want to be five years from now?” However, very few of us can give a sincere or realistic answer that has sharp clarity on where we want to be and how we plan to get there. The purpose of career-pathing is to help dovetail organizational success and personal achievement by guiding human capital into career paths that meet both organizational requirements as well as personal aspirations.

Introduction to Coaching in Organizations

0 comments

Coaching has today become a buzzword in organizations with the number of coaching models and practitioners in India increasing exponentially day by day. However, the concept of “coaching” is often confused with related concepts such as mentoring and counselling. The plethora of coaching institutes, models, ethical or professional guidelines and approaches available also tend to confuse newcomers to the subject. In this context, the SHRM Forum at Trivandrum on September 11, 2012 demystified the various facets and principles of coaching.

The Dance of Exclusion and Inclusion: Managing conflicts in organizations

0 comments

Everyone has sometime or the other been, favourably or otherwise, affected by a conflict. They have, in all likelihood, experienced conflicts and gained certain insights. This makes my task easier because you will find it easy to relate to what I am about to say and for the same reason, my task is also difficult because you probably have very firm views on the subject based on your insights.

 

Better Coaching

0 comments

In my work with leaders, I find that one common complaint of direct reports is that their leaders do a poor job of coaching. Yes, executives tend to be poor coaches.

They often neglect to schedule coaching time, and some leaders fear that coaching will come across as negative, alienating direct reports.

It's Not About the Coach

0 comments

A lot of what passes for leadership development in companies can be a waste of time. See if you recognize this process. Your company taps you as a future leader. It sends you to "leadership camp," which can last anywhere from a day to a couple of weeks. You're entertained by a parade of speakers (like me), and afterward you're required to critique the speakers and rate how effective they were. If the company is particularly rigorous about gathering information, you may be asked to critique the hotel and the food. But nobody is critiquing you.

Recruiting Coaches

0 comments

How can successful people get even better? Successful people are much more likely to accept coaching from those whom they respect and whom they see as successful.