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Showing posts from August, 2014

Leadership Lessons-Donald Keough

An Interview with Donald Keough, Chairman of the Board, Allen & Company, Inc. Ex-President Coca-Cola company A few inspiring stories of leadership of conviction and determination. Positions like CEO's have no choice but to act but those who dared act based on what their gut-feel and foresight said, became 'leaders'. Leaderships is not a title associated with tags like CEOs, CTOs, CFOs, COOs and CHROs', they are the reward for being one who others could not date to become! Leadership is a matter of conscious choice, very few have courage to take.  Leaders like the two discussed below are people, whose attitude and forthrightness impresses us. We have not seen them or heard them. We do not even care, how they looked like and which color or race they belonged to. What matters in leadership is 'what you are known for'. We all have learnt, 'we live in deeds, not in years'! This is not a Harvard created statement. This is simply the value stat

Are you ready for a star candidate?

"Let your top performer walk away" "Do not hire the best". "Candidate is too good for us" We have heard many such gospels. What matters is context. Hiring is not always for the best. Hiring is a "best-fit", scientific hiring! But is JD is a good boundary for defining a best-fit? What is a quantifiable measure of a good-fit? Have you heard of the term, " scientific hiring"? Wonder what is this? Is this a robotic exercise of hiring by putting candidate under every test battery and finally stamp it out "Tested", "EC" (Europe Compliant), etc. It is actually not. Scientific hiring is the process that is consistent and integral and does not change due to context. I have heard people questioning the validity of” JD based" interviewing” and times sanctity of a “Resume based interviewing” too? What shall be done? Do we do a “candidate based interviewing” ? How do we do that? ·        

How to test for Integrity and Honesty in an interview

Emotional Intelligence or EI, everyone knows has been a popular topic for leadership discussion. An emotion oriented tool to lead one to be better understood, empathized, connected, related, engaged and cared and give the same feelings to others and all these are good behaviors that determine a healthy relationship where people thrive, together. Watch the words, biblical as it may sound, “thrive together”! This place is an anti-cut throat competition place. Brotherhood! Benevolence! How can we use EI at interview to select a right-fit, for selection, success of the candidate and success of the role?  Questions shall revolve around, understanding self-drive, passion, decision-making, inclusiveness, empathy, ' subjective objectivity'  into the decision-making process, wider and deeper outlook to consider all factors, situations, people, environment, culture, and overall seeing and positioning oneself under lens of EI scrutiny all the time and in all such situations of

Companies don't have any good way to measure innovation like they do for execution

To quote Dee Hock: "Never hire or promote in your own image. It is foolish to replicate your strength. It is idiotic to replicate your weakness. It is essential to employ, trust, and reward those whose perspective, ability, and judgment are radically different from yours. It is also rare, for it requires uncommon humility, tolerance, and wisdom" Companies don't have any good way to measure innovation like they do for execution. Vijay Govindarajan explains this real well in his book "The Other Side of Innovation."  Unless the CEO creates or supports something analogous to PMO (project management office) called IMO (innovation management office), it is very difficult to get the execution team to collaborate with the innovation team.  How do you identify the 'genes for innovation' in any interview? What is an inventive mind? Does invention happen only when one consistently endeavors to thing through an unthinkable issue? How many instances a c

HR-A and HR-LO: What an start-up needs

HR-A for sure as basics shall not be missing and more than that it must surprise a new employee so much of process and policies, guidelines, documents, SOPs, already in place. All employee related information shall be made available at the ESS page. Holiday List, Policies, Calendar of events, Contacts, addresses, employee profile, Company's presentations, corporate brochure, training calendar, Events update, picture gallery, blogs, Polls, surveys and analysis of interesting finding, some employee personal blogs, creativity, passion, forums, etc. Time and attendance Leave management Payroll Policies Hiring-R and S Joining, Life cycle, promotions, transfers, exit management Compensation design and total rewards framework Orientation program details of content, program design, Slides and Feedback research, New on the NEO! Training programs list-Calendar-Training outline, expected timelines Training archives Blogs Forums Newsletter Podcasts, Videos, Seminars, Info-

PRACTICE makes PERFECT: The 10000 hours rule!

The 10000 hours rule and how it works. Malcolm Gladwell talks about the 10000 hours rule in his book Outliers.  Interestingly, there is way to expedite it as you see below in the infographics! GET A COACH: इन्हे ढूंढना आसान है। They are easy to find as they wait for someone spirited. SURROUND YOURSELF WITH LIKE MINDED INDIVIDUALS: They help you shape and refine your thoughts. You will find toughest support and toughest challenges here. BUILD EXPERT HABITS: Think, act, behave like an expert; poised, thoughtful, mindful, humble and unassuming DON'T WASTE TIME ON SMALL STUFF: This is distraction. Stay away from small stuff. They pull you down and drain your energy. Not worth your time. DELIBERATELY PRACTICE: This is forceful act on yourself, Discipline yourself by yourself. TEACH OTHERS: This is the best way to learn. Choose your audience from a mix of people. FIND SOMEONE TO KICK YOUR BUTT WHEN YOU FALL OFF TRACK: You need to be friend with or be a mentee of someone who

Leadership: The Theory of Multiple Intelligences & Personal Attributes!

There have been tonnes of debates on Leaders Vs. Managers. This went to the extent of vilifying managers as donkeys, idiots, senseless, moron, machines, robots and tools! This is so unfortunate that the attributes which makes one a leader is defined as a superior gene, that are available with only certain people. Like people evolve by experiences, leadership as a concept is also evolving with age and experiences. Like kinds of intelligence (  The theory of multiple intelligences is a theory of intelligence that differentiates it into specific (primarily sensory) "modalities", rather than seeing intelligence as dominated by a single general ability. This model was proposed by Howard Gardner in his 1983 book Frames of Mind: The Theory of Multiple Intelligences. Gardner articulated seven criteria for a behavior to be considered an intelligence. Gardner chose eight abilities that

Compensation & Benefits is actually costing and budgeting

~70% cost of running an IT or services company or even a knowledge based consulting organisation is towards infrastructure cost and salary and benefits cost. Revenue-cost=profit. (Revenue minus cost is profit). Profit is key as it is key to expansion, growth and diversification, etc. Many services companies bag projects and then look for filling positions to deliver them either internally or externally. Internally, they may find resources who fit the bill or else hire from market at the cost that fits the budget. Salary is a cost and cost is decided by looking at operating cost and gross margin on the project. Who said, there is something called C&B. Ask and accountant and he will calculate your cost of resources and tell hiring the hiring budget. Ask project manager to write job specs as he writes project specs, send that to HR to post jobs and let the project manager interview and select. HR shall offer as they have the budget. If HR says guy is not accepting offer as it is

Career options and pathways in Human Resources

Career moves are very mysterious yet very much logical. In HR, you may observe, there are professionals who moved always in Indian companies in last 18 years of their career, people joined in recruitment function and remained there, folks joined in training and remained there. While you will find some moving across HR functions without even having a formal HR degree. How does that happen? It all happens, when opportunity comes to you and you make it! Factory Managers, Chartered Accountants, Engineers, all of them have made their way into HR and have traveled across functions, locations and roles. Career in HR requires quite a lot of flexibility, ability to produce results, build relationships, develop people and culture, etc. But most of the places, when I talk to people outside HR, they say, HR folks are busy. Doing what is often times a question but it is true they spend lot of time in admin work, operations. After systems implementation to manage HR functions, HR's role has r

What is this HOLACRACY

The Holacracy® system was incubated at Ternary Software, an Exton, PA, company that was noted for experimenting with more democratic forms of organizational governance. Ternary founder Brian Robertson distilled the best practices into an organizational system that became known as holacracy in 2007 Holacracy is a fundamentally different “operating system” for organizations — it revolutionizes how a company is structured, how decisions are made, and how power is distributed. During the 4-hour meeting, Tony Hsieh, founder, talked about how Zappos’ traditional organizational structure is being replaced with Holacracy, a radical “self-governing” operating system where there are no job titles and no managers The term Holacracy is derived from the Greek word holon, which means a whole that’s part of a greater whole. Instead of a top-down hierarchy, there’s a flatter “holarchy” that distributes power more evenly.  CEOs who sign on to Holacracy agree to cede some level of power. The adv