B91 Who should we reach out to for advice and guidance?

 We all turn to someone for advice and guidance when we are faced with dilemmas and challenged with difficult choices both in our professional and personal lives.

While trust and the belief that the person will be guided by our welfare plays a huge role in the choice of that individual, one question that sometimes gets missed out is “ Does that person actually practise and live whatever he professes”

There is a big difference between knowing what the right choices are and actually living them.

Remember this and you will for sure make the right choice

B90 When you are unhappy with your response

 What do you do when you are unhappy with one or more of your own answers to a potential client team during an exploratory discussion.

Drop them a message after reflection on what should have been the appropriate response.

It helps you stop worrying about your mistakes and knowing that you have done the right thing and put your best foot forward . ( My learnings from a recent interraction )

And it just might help the client see your genuineness of intent and purpose.

Come to think of it, this learning can be applied to any interaction !

B89 The observer impacts the observed ..

 While philosophers have talked about it and physics has demonstrated it , i find it extremely important to keep this in mind when i work with individuals and groups in trying to address differences and conflicts or help them effect change.

For all our attempts at being objective, non judgemental and trying to stay detached , we become as much of "actors " as the other stakeholders even if we are engaged to purely facilitate .

Our needs , biases, lenses, feelings and emotional responses , even our mere presence ,significantly influences the person , the group , the process and the outcome .

Awareness and agility helps.

B88 Trust youself to Rebuild Trust

 Trust youself to Rebuild Trust

A conversation yesterday made me reflect.

There are times when we feel we have let down some one, a partner, a friend, colleagues , a superior or subordinate a customer,a client . At times we do so in awareness (Sure we might have our own reasons).

And we react in different ways too. Some wallow in guilt, a few others shy away from further interactions, others behave as if nothing has happened.

Irrespective of how the impacted person reacts or we act one thing is certain, “There has been an erosion of trust “.

A few things we can and should do to slowly rebuild trust.

- Acknowledge that trust has eroded and evoked negative feelings in others.
- Accept the real world consequences that people are left to deal with as a result of our actions.
- Listen when they react, vent out. Try not to speak in your defence. Difficult but necessary for healing. There will be a time and place for you to talk.
- Take the first step to mend the fence: Actions are all that matter .
- Learn to make promises that you intend to keep.

And importantly forgive yourself and remember that consistently honoured commitments help slowly repair and rebuilt #trust .

Trust yourself on this one!

https://www.linkedin.com/posts/mpsriram_trust-people-performance-activity-6709299443692388352-yT6M

B87 Try the path of least resistance

I have found this technique to be very useful when working with groups and getting people with diverse views to come to a common ground.

Step 1: Get everyone to articulate their position clearly

Step 2: As the chair/facilitator identify the key issues, decision points and factors that each participant considers significant including the objectives they want to achieve.

Step 3: Segregate the issues on the basis on level of agreement

Step 4: Start with the issue where there is least resistance or disagreement.
There could be a disagreement on the very objective(s) they are trying to achieve. Follow step 1-4 here too.

Step 5: Move onto to the next issue of least resistance only after you ensure every single member has voiced his/her agreement clearly.

As you follow this process, it could sometimes feel like you are going around in circles. Accept this as issues are interconnected.

I have through experience learned that the probability of making visible progress, ensuring buy in and ultimate resolution increases significantly when you follow this path and process.

Try it. You just might be surprised and thank me!!

B86 Ask yourself the redundancy question!

 In a conversation yesterday I was asked “I am 38 . At what age do you think I need to be mentally and financially prepared for corporate redundancy”. I was surprised this question came from someone who had a good academic background and a successful professional career across 4 organisations in 15 years .

Reflecting back I answered, “You need to be focussed on keeping your skillsets relevant – By that I mean #skills that cause impact, add value and for which people are willing to pay you at heathy rates . And keep adding to your skill sets, so that your "core gets strengthened " .

One way to know if you are adding value is to answer this question honestly “How would things be if I pulled myself away from a particular context. Would the results still be the same? “ It could be a client project , an internal role ...

If the answer is yes, then its time to take a serious relook at your skill sets and act quickly.

Its good to periodically ask ourselves the Redundancy question !! Will keep us on our toes and ready when life throws a googly or a curve ball at us !!

B85 The last 7 years in my company I have seen five different HR Heads

 Why is attrition of HR heads so high?

I was asked this question a while back . My response

Attrition at senior levels across functions happens on account of 4 broad factors
1)The way the role is defined
2) The expectations of the key stakeholders from the role holder & the resultant performance measures
3)The expectations of the role holder and
4)The incumbents skill and ability to handle the role requirements

In your organization one or more of these factors could be at play in the HR function.

You could also be having a situation wherein people practices have a significant impact on the performance of your company including, financial goals .Consequently other functional heads , the CEO and business heads might be having a strong say and their own ways of handling people and processes.

This could result in a lack of coherent approach to people practises. It could also result in the HR head feeling helpless, but having to bear the accountability for people goals .A skilled and persistent professional might adapt to deliver. Another might give up and quit . See how the facts in your company apply .

https://www.linkedin.com/posts/mpsriram_aventuspartners-people-performance-activity-6638696254836707328-2a2B

B84 Pride and Redemption

 The legend of Mahabali the just and equitable ruler of the land ( which is modern day kerala), a reminder of how the most virtuous of men can get carried away by success, and at the same time also one of redemption .

A time for us to be grateful for all that we have, even during these difficult times .

Pic : The floral carpet at home on the 9th day ( uthradam ) leading to onam.

A happy onam to all!