Inadvertently, the COVID-19 pandemic has forced us to rethink our work cultures, workspaces, and work relationships. It has laid down the foundation for a new ecosystem. While there is no one-solution-fits-all approach, HR needs to start thinking about things cohesively. And here are a few pertinent questions that will help to broadly outline some of the top priorities for HR teams as we come out of lockdown.
Good leadership is not about winning a popularity contest. Being liked and respected is not the primary goal. From our experiences with clients so far, we have, identified a few ingredients we believe are essential to set you on the right path to becoming the leader in a successful business. We have watered it down to these three crucial mantras…
Even a seasoned team leader can sometimes find his or her job challenging. Whether they have been assigned a new team, or are taking over an existing one, the effort and experience are more or less the same. Here are six winning tips to help you build and lead a productive, collaborative team while taking your leadership skills to the next level…
High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.
However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.
As a team leader, you emulate a lot more through your body language than you do with your words. You may prepare your PPT, conduct meeting and decide how you will motivate your team in a certain way. But what about the non-verbal cues that you give? This is an often neglected or least-focussed trait that influences your employees the most. In a majority of cases, it tends to overpower what you say with your words too. So here’s a quick guide to help you understand the unspoken language that you can embody.
CEOs must decide the final objective of a task, and ensure that its execution is met with unwavering focus. One of the major dilemmas that every key decision-maker has to face is that of focusing between strategy and execution. Spending too much time strategising or acquiring ideas on strategy may not just tend to delay the execution but also lead to series of other management concerns. It could derail your people management agenda as well as impact employee communication. Here are some of the things that act as red flags. Being aware and taking note of them could help you get back on track.
At the top running a business is the responsibility of the owner or the CEO but we all know that on the inside running a business is not a single person’s job alone. If you too wish to lead your team towards success, here are a few things that you could consider while developing your strategy.
With an ‘Open Door policy’ being adopted in most organisations, employees can get direct access to their superiors. There will be times where they might approach you with ideas or requests that may not be agreeable to you. However, don’t say ‘no’ just yet. Knowing how to effectively communicate a ‘no’ is an art too. Here are six things you can do instead…
Today organisations need to focus on capability building rather than only training, if an organisations want to drive their growth agenda. Here are some guidelines that you could follow.
Most successful and visionary leaders have been able to find a sweet spot between micromanagement and being completely hands-off. And I feel they were probably able to do so because they could read the indicators of micromanagement. Yes, you read that right, indicators of micromanagement mean those signs that will tell you it’s time to control the micromanagement and do some damage control.