Hold your emotions: Use social intelligence!

I read many posts on LinkedIn and what I find is the same stuff that I see in self-help management, personal effectiveness books. Experienced folks sound like copying from ubiquitous and rusted text books. Why don't they share real experiences? The case studies of their companies? Their signature programs and stories of business transformations? Inspiring stories of creating a world class team, product, company?

Let's be bold guys! Let's start realizing that either we are afraid being honest or we are so ordinary.

In a moment of rage, I uttered this, almost half-asleep...And I feel so good now..

Corporate is a dangerous place for you to display your intelligence, insights, brilliance with number, problem solving, decision making, etc. While these are essential selection factors at hiring time, they become gallows for you when you start applying them at work. Why? Because your brilliance irritates your managers, seniors, peers, who out of their glorious years laden with issues, never ever could have such insights. You are screwed. Act dumb, act foolish, sound slow and average! You will grow, you will not appear aggressive, intimidating and almost prepared for the 'coup'. No one likes a smart guy!

Do not justify your salary everyday. It makes lot of A**h**es around you uneasy and they start scheming against you.

Being passionate at work is dangerous. Passionate folks cannot fake, will be transparent and honest! Will expect others to appreciate these values, but that does not happen at workplace most often as workplace is full of insecure bosses who have stopped adding value. They feel threatened by smart thoughts and actions.Leave them in their slumber till they perish!

Be smart when you are in a great company that promotes and rewards smartness!

Peter principle applies to most senior jobs.

Comments

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no...

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through...

Why Organizations are so BAD at Talent Management? A curious case below..

Founded in 2019 in South San Francisco, ProcDNA has grown 2x in 24 months....from 100 to 200 as of Feb 25th as you see the snapshot below. I was looking at their India staff data looking actively for jobs as evident on Naukri.com, a leading job portal in India. For past 30 days, 39 staff in India looking out actively. If you check for past 2 months, this number inflates to 49. Median tenure of staff here is 8 months. What interests me are the following: 27 jobs posted on LinkedIn and 9 out of them are just repetitions. Same job posted many times (5x at times). There is only 1 Director level job is up there as far as senior open roles are concerned. Many jobs have titles like Senior/Associate/Assistant Engagement Lead, etc. Below are 4 senior staff in key roles who are active on Naukri.com , looking for next job. What's wrong here? Nothing....they are just looking out...:) ....But that's a self fulfilling thought, right, especially when you are the co...

Reflections: the stoic way!

Search This Blog