I wrote about the 10 questions/dimensions you can measure yourself on if you want to be a 5-star leader.

In this series, I will detail my thoughts/suggestions on each of those 10 dimensions

by vintagedept

Do you ensure each team member shares the reward?

Ah.  I think the question goes beyond the obvious financial one, but that is important.

Do you?

What is the mechanism to share the reward?

are the parameters known before the task begins or are created based on the reward quantum?

is the method objective, fair?

can the collective team disburse the reward for a higher good?

do you have built-in measures for exceptional performance or 'beyond-the-call-of-duty' rewards?

What about the non-monetary rewards?

The acknowledgements, the praise, the standing ovation, the glory?

Do you take it all?

Do you create platforms for the best in your team to come and share the glory?

Do your bosses know your key players?

Can't Wait for the entire series?

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Headhunters/ Bosses are watching...

A recent survey of companies by CareerBuilder.com found that 45 percent of respondents said they screen potential job candidates by perusing their profiles on social media sites such as Facebook and Twitter in search of warning signs that a candidate might not be a good fit.

That Comment/Photo/Video might cost you your job.

Broadly speaking, I dont think its such a big deal in India, but our managers do like to be western in their thoughts and HR approach, you might wanna (notice the 'wanna' instead of 'want to') relook at that facebook account of yours.

- your comments - keep them personal & funny. 

Keep off topics like your boss, your company and definately religion, minorties & sex. Actually sex as a topic is ok, but I guess what they really want to know is whether you can be a potential sexual harrasment lawsuit.

- your photos - keep them clean.

- your videos - even cleaner.

broadly speaking do not share any intimate company secrets, office gossip or worse insider knowledge.

on the other hand keeping your profile private would come to your mind, but the easy fix for this is to get dope on you through someone in your network. its east, trust me. I do this for a living.

the golden rule here 'when in doubt, refrain'

Happy Networking!

Prabhjot Bedi

As always, you are welcome to leave links to your profile in the comments.  I will review the profiles and let you know what could spell trouble.  Cheers!




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by Paolo Camera

This is a difficult one for me.
I dont have any empirical data to base my theory on, but I guess you can call it coming of age.
If you asked me this question 10 years back or even 5 I would have said an empathic 'YES'
Today, with all the so called experiences behind me, I am not so sure.

Some people might argue that to not engage life is akin to refusing to live.

The fact that this is a 3-D interactive set up is what makes all this so real. I know, this is almost on the verge of some spiritual discourse, but if you can spare another minute those guys aren't so off the mark.

You have heard of 'pick you battles' or 'doing nothing is also doing something' or the one I have seen as a poster in many an educational institutes, 'Give me the courage to change the things I can, the serenity to accept the ones I cant and the wisdom to know the difference'.  All of these and more are arguing your right to disengage once-in-a-while.

There will be things you have no control over (for the ones who are firm believers in destiny to the smallest detail, you have control over nothing) but I am talking about things you seemingly have control over, could do something about and taking that thought further can choose to do nothing.

will you belittle yourself by doing nothing? will you belittle the task or the individual you are ignoring?

will you feel sometime later in life that if only I had not let that simple digression go unpunished, the larger damage could have been averted?

what do you feel?

Do you ignore many a things on a daily basis?

If you do, then how do you decide?

On what parameters do you choose?

leave examples in the comments




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Naukri PayCheck is based on information from over 10 million anonymous profiles across multiple sectors. It takes your Functional Area, Experience, Industry, City, and Education into consideration to provide you with salary information that is highly personalized and relevant.

It is a neat little app.

I checked out some results for common designations and they seem to be ok. I am guessing these are based on the amounts people enter into their naukri.com profiles. Over the years that I have been a recruiter I have seen a fair share of mistakes (per month fed as per year, lakhs are wrong, thousands missing etc) but I would assume the senior profiles have lesser chances of such mistakes.

Try it out.

Leave your comments about how right or wrong naukri is for your profile or query.

goto| http://my.naukri.com/PayCheck/salary

Body Language1

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I wrote about the 10 questions/dimensions you can measure yourself on if you want to be a 5-star leader.

In this series, I will detail my thoughts/suggestions on each of those 10 dimensions

by laverrue

Do you ensure each team member feels valued?

So many things to do here.

- talk to each

- say 'good morning'

- ask how they doing

- call the family to let them know they are working late

- call the family to let them know they are doing great

- believe them when they call in sick

- offer to share the work load

- applaud success

- find them doing something right

- reprimand in private

- have lunch sometimes with them

- put up their name for rewards

- ensure they get the credit

- stand up for them

Can't Wait for the entire series?

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from How Long to Form a Habit?

I am a huge fan of psyblog 

study reveals is that when we want to develop a relatively simple habit like eating a piece of fruit each day or taking a 10 minute walk, it could take us over two months of daily repetitions before the behaviour becomes a habit. 

I have personally found forming a habit extremely difficult.  maybe its got to do with the time it takes (now that I know there is research to back it up, I believe it more!) or maybe its just me, but forming good habits is almost as difficult as giving up the bad ones.


Here are some ideas to make this process effective & fruitful:


1. Keep a Diary/ Log Book
This is so powerful.  I find that the fact that I can measure it, go back and see my progress gives me such a big boost.


2. Have a specific goal
Make it as specific as possible.  In terms of time, in terms of something that can be measured by anyone.


3. Tell as many people as possible
Everyone will help in their own special way.
This maybe be silly, but I try and post a simple success tip everyday at eclatme.blogspot.com 
if you see my score over the last months it is abysmal.  Yet whenever a reader gives me a shout to remind me of my stated habit (posting a tip everyday) it makes it easier to follow.


4. Find a Partner
Maybe it is difficult to find someone who wants to inculcate the same habits such as you, but if you can, it will be so much easier.


5. Reward Yourself
Every step of the way, on every small & big victory, celebrate it and reward yourself.


Happy Habiting!

p.s. leave a habit you want to form in the comments and you never know another reader or maybe me may be a willing partner or helper!

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What makes Apple so brilliant?
Their belief and constant reinforcement.
Try it, its powerful!

1. Isolate
2. Sit Them down
3. Take notes
4. Offer to do something only if you can
5. Set a deadline
6. Revert according to the deadline
7. Seek feedback

See the detailed version>
7 rules of complaint management

More on Complaint Management...

• How to write a customer complaint letter
  
  
• Complaint Handling
  
  
• How to Handle Customer Complaints
  
  
• Customer Relationship Management Software Solutions ...

I wrote about the 10 questions/dimensions you can measure yourself on if you want to be a 5-star leader.

In this series, I will detail my thoughts/suggestions on each of those 10 dimensions

Detail by jared

Do you spend time with every team member in detailing her role/contribution to the overall goal?

Each one of the questions/dimensions are important, but this one seems to stand out as something that is so obvious, common sensical and yet missing from many a manager's to-do list.

I think it should be made a mandatory part of the 'induction process'

Everyone should know what is it that they do, how is it that it adds value and what is it that they are contributing to.  the bigger goal, the larger vision so to speak.

- Create a JD for every position

- with every JD create a section that details how that position adds on to the larger objective the department, the division & the company is fulfilling.

- List the importance and maybe go a step further and create a scenario about what would happen if that individual did not perform.

Most importantly, create a time, space and ensure you go over each part of the Job Description with your team member

Can't Wait for the entire series?

Click here to read the complete thing> 

http://ceevee.com 

This is such a nice tool!

Its simple, effective. and it has some awesome features.

here are the ones I like:

1. pre-formated

it might be a simple format, but at least there is one.

If you think you can do better, you can use this to improve.

for the ones who dont even know how to start or where to start this is IT.

also see RESUME SKILLS| Do You Have A Good Looking Resume?

2. photo/picture on top

i have been an advocate of putting your pic on your resume & even your signature (see Resume Skills| Sign your resume)

3. All the major headings are covered

you can choose to add or delete them as you wish

4. 3 formats

plain text, classic & modern

this not new.  Microsoft word comes built in with these formats but an online version is good.

5. Share capabilities

this is where the power of the internet comes into effect.

you can share your resume /cv with the world at the click of a button.

click here to see Flaunt your Profile/Resume

6. printing capabilities

pdf is my choice.

7. the last but deft not the least, you get a customized address for your resume!

mine is http://ceevee.com/prabhjotbedi 

I wrote about the 10 questions/dimensions you can measure yourself on if you want to be a 5-star leade r. 

In this series, I will detail my thoughts/suggestions on each of those 10 dimensions

by Thales

Do you ensure every team member is hand picked?

To be fair, its not just about ensuring that you are part of every hiring decision or that you are present to personally meet every new joinee.  These are critical but I believe its a bit more than that.

- define your 'team member'

do this in as much detail as possible.  exp, education, language, skill set, anything else that you feel is required to succeed in your setup.

- involve your people into the hiring decision

let the ones who will work with the new member have a say in it.  Its not complete democracy, but if you get a buy in from them, the process of integration would be far more smoother.

- find out everything you can, before you hire.

use social networking sites, consultants, current team members, any and all sources, but try and find out as much as you can.

- give as much information as possible to the potential hire.

- dont window dress your company, the position or the role

- create a template of questions/interview techniques that you will use with everyone.  let there be some standard testing.

- test for all the skills you deem important and necessary.

- take personal assurances regarding work ethics and commitment

Can't Wait for the entire series?

Click here to read the complete thing> 

From The Acceptance Prophesy: How You Control Who Likes You

The mystical-sounding 'acceptance prophesy' is simply this: when we think other people are going to like us, we behave more warmly towards them and consequently they like us more. When we think other people aren't going to like us, we behave more coldly and they don't like us as much.

As always, there is a study to back the claim and you can read about that here .


I particularly like two terms used in the article.


Social optimists

Social pessimists



Social optimists walk in 'knowing' and 'expecting' to be liked.
Social pessimists walk in 'knowing' and 'expecting' to be disliked.


What can you do?
simply, walk into every meeting, conference, interview knowing and believing that you will be liked.
that was simple.
only it isn't.


we are inherently nervous in unfamiliar situations and the additional pressure of being liked or even just accepted is huge.  ask anyone walking into the first day of school, college or a new job.  there should be less pressure than say an interview since you have already made it, but its not so.


here are my practical suggestions:


1. Wear something nice. you feel good about yourself, it will show.
(see grooming skills here )


2. rehearse some lines. - funny ones, your introduction, questions to ask others, etc.


3. compliment people. it always works and there is always something to compliment in everybody.


4. eat. dont go anywhere on an empty stomach unless its for a medical check up.


5. self affirmation - say something nice & positive to yourself before you leave the house or before you enter the arena.


6. listen to your 'pep up' music. (read more on motivating yourself> )


I like you, and I am sure the world is waiting to.


Cheers!


Prabhjot Bedi
The Coach

This was a question posted by anon.
Thank you for the question, here are my suggestions for what to do before the interview & the response/answer

You have to understand that the interviewer is not there to reject you but to select you.
he/she wants to know that you will do the job well and are a good fit for the team.

- For every interview know the following very well:

> Job description of the position you are applying for
> The success parameters for that position
> The company and
> The interviewer if possible

- audit your own fit for the position.

Before the interview, conduct and audit for yourself.
take your skill set and match it against what you think the position/the company desires its success. if you have a relatively good fit, you will have the answer to the question. if not, you could talk about your awareness of the skill set required and your eagerness to acquire those skills.

- suggest your fit

In the interview, suggest that you fit in well with what the position requires. Rather than talk about your achievements in a vacuum showcase them in the context of the job you are applying for.

so dont say 'I increased the sales at my last job by 100%'
say 'I believe my learning in increasing the sales in the last job will be very effective here, as I understand you are seeking to grow the current product line rather than introduce new ones'

- demonstrate your skill & eagerness

Once you have them hooked with an answer like that, you will be invited to share the 'how' of what you just suggested.
Mention that you have broadly looked at the products of the company and visited a store or two and found that very simple shift in visual merchandizing or setup (or something else, as this is just an example) could work. But of course you are saying this an an outsider and will be in a much better position to suggest and implement detailed plans from the within.

A word of advice here (hmmm, warning rather since the whole blog is full of advice) do not share any insider information or leak and company information from your previous employers. that does not go well.

As always, you can leave your questions in the comments & I will answer.
for this one, leave a small/quick profile, what you are applying for or which company and I can help you structure the answer.

happy hunting!

Prabhjot Bedi
The Coach

For any other questions on any type of success write to me p.bedi@eclathospitality.com

For more Interview Skills, Click here

I wrote about the 10 questions/dimensions you can measure yourself on if you want to be a 5-star leader.
In this series, I will detail my thoughts/suggestions on each of those 10 dimensions

See all 10 photos

by roland

Do you talk about excellence everyday?

- Frame an excellence policy.  This could be the mission statement, the vision statement of just simple a statement of excellence.

discuss everyday in the briefing, put it on the notice board, make small handouts, create pocket inserts.

- Acknowledge any activity/task that your team performed towards the excellence policy

- Start a reward system purely for excellence.

- make excellence a parameter on the Key Result Areas

- put up a motivational quote/poster on the notice board.

- share an industry/competition excellence story/anecdote

- make people dream 'scenarios' where they created excellence in their daily work.  applaud the thought. then create an action plan to make it happen

- create a master list of 'moments of excellence'

- create a role model

- get an outside consultant to do a one day/half-a-day session on excellence

- share videos on excellence

- Paste your commitment everywhere!

Can't Wait for the entire series?

Click here to read the complete thing>