RRGwrites

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Archive for September 2014

Abhinav Bindra’s Insane Pursuit of Perfection

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Abhinav Bindra

As Abhinav Bindra, India’s Olympic gold-medalist retired from professional shooting career today, Ashish Magotra of the Firstpost wrote,

“Professionalism and a bloody-mindedness are prerequisites as is perhaps a certain brand of insanity; insanity simply because you won’t survive… the best in the world without that.”

So true! These are golden words for any professional.

Thought of sharing this brilliant article with you… read on to know more about this insane and inspiring pursuit of perfection…

‘Abhinav Bindra’s search for perfection should inspire all Indian athletes’

It Is Time For Leadership

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Time for LeadershipSometimes, in the normal course of the day, one gets to hear most basic and yet, most profound statements. Sharing something similar that I heard last week.

Sitting in a sales-team meeting of senior managers, I heard a lot of them mentioning about challenging external business environment and toughening regulatory controls. In one voice, almost everyone opined that it is becoming increasingly difficult to manage the pressures of performing amidst the changing, rather non-favourable conditions of doing business.

Mood was palpably intense, I could sense.

One senior manager, who was sitting quietly in the room till now, remarked,

“Things are indeed difficult. And that’s why, this is the time for leadership!”

What are profound statement! Leadership simplified!

Wherever there is chaos, adversity, challenges, you need leadership to come forward, to pave way, to show how it done, so face the music and to lead by example.

Don’t you agree?

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Image-credit: people-onthego.com

Written by RRGwrites

September 18, 2014 at 2:03 PM

How To Lose Your Recently Hired Top Talent?

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Losing You Top Talent

You have hired top talent? Want to build a star team?

But, what if you lose them soon?

One of the toughest challenges organizations face in today’s time is that of losing key talent; it comes at a premium and it hurts even more when your recently hired or promoted top talent leaves you. However, if you are not watchful of certain sure-shot holes in their engagement at work from early days on, you may end up losing them sooner than you could think, that too without even realizing it sometimes. And that may happen irrespective of the career-levels they belong to. Here is how:

  1. You and/or the Company do not treat them with respect. By respect, I don’t mean you are supposed to bow down to them everyday! But surely, if you do not value their talent, capabilities and experience, they will get disoriented after a point in time and become disengaged. Not giving autonomy as desired or assured, quagmiring them in bureaucratic hurdles, not involving them in key decisions or simply not keeping them duly informed about the crucial events, activities and/or plans –  it will send a signal that you or your organization do not know how to utilize such talent. Well, that’s the start, of losing them!
  2. You ask them to prove themselves, without creating necessary support for them. Well, most often than not, we all know that management jobs are all about managing increasing degrees of ambiguity. However, that certainly won’t cover up for the need of support even the top performers would need, whether hired from outside or promoted to higher or moved to newer roles from within. How often you’d hear stories about disengagement with work due to lack of support – whether resources like team or infrastructure or the lack of willingness from those around to get such talent to seamlessly settle down. It builds the frustrations over a period of time. Loss of talent, thereafter, is only a matter of time…
  3. You put them under a weak boss. Now, that’s surely a killer. A weak boss is one who is definite recipe for a sooner-than-later-disengaged and fast-disappearing top talent. No one wants to work with a manager who wants to please everyone, doesn’t take a call, appears either lost or struggling, and doesn’t stand up for his people. Plus, hiring top talent is easy, keeping such a bunch of individuals engaged as a team is a far bigger task. A leader has to work double shift in ensuring he is on top of people dynamics, manage conflicting views and yet, do not allow negativity to seep in. Wherever these things don’t exist – top talent too doesn’t exit for long!
  4. Too much uncertainty around the goals. If you hear – “Let’s do this as a top priority”, and then find definition of priority changing every month – this talent is surely not going to bear it for long. Top talent, as desired, is often referred to as result-oriented and process driven individuals, who bring a lot of method to the madness – to quote the proverbial management sutra. Yet, shifting goals and priorities aren’t a best way of engaging with them. Moreover, it alienates the teams below too, who find themselves working on difference tasks every other day, without the earlier ideas taking any concrete shape.
  5. You and your Company does not listen to them. Another definitive recipe of losing star performers. You hired them for their skills, talent and experience. And yet, you either do not listen to their views, or ignore their ideas. And I am not referring to simply hearing them out. We all would agree that not recognizing the performance and/or efforts is a big derailer for engagement for any employee. However, in my experience, not listening to your top talent is a bigger trouble-maker. When such talent sees little patience in the organization to listen to an outsider’s view or an expert’s opinion or worse, even ridicule their thoughts… be prepared for a replacement hiring soon!

As an HR professional, I meet a lot of people on a daily basis; I listen to them, understand their challenges, and sometimes, I just meet them to give them an opportunity to talk freely. I meet people who have recently joined, people who have spent six months or less and people who have spent decades. I meet them all! Yet, my most important leanings have come from my interactions with employees who leave within 6-12 months of joining the company. A great boss I worked with taught me a wonderful lesson – “an employee’s emotions are purest on two occasions – firstly, when he joins the company and then again, when he is about to leave it.” Such employees teach me a lot, really! Above 5 pointers rank amongst the top reasons when I see star performers, who have recently joined, become disengaged and leave the organization. Same can be said of the top talent that was moved to new or higher roles and do not find it engaging.

That is my experience and I have found it helpful to manage the newly inducted top talent; I just watch out for the above five gaps. Do share yours. Is there something you would want to add to the list?

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Image-credit: onthe-wayout.com

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