B102 Mistakes we can avoid while self publishing

 Mistakes we can avoid while self publishing

I recently had a friend Hariharan V.R. review and copy edit all the case studies, articles and presentations that were uploaded on our newly created website.

A few learnings
1) Avoid usage of capital letters in between a sentence except for names, places, titles and the word "I". If you wish to highlight use alternate methods.
2) Use words to write the numbers one to nine rather than numerals(1, 2 etc ).
3) Provide the full form of a word along with the acronymn you intend to use at the first instance in a document. Do not assume that the reader will know the acronym . E.g. Chief people officer (CPO).
4) While using bullet points, use full stops at the end of each point.
5) Importantly be consistent in the way you spell your words ( British vs American) . Ensure the auto correct in your machine is set to your natural preference (e.g. behaviour vs behavior).

This by no means is an exhaustive list. Am sure the professional writers ,editors and language experts would have a lot more to add .

My biggest learning from this exercise, never assume the obvious!

B98 "Be open to inspiration but for sure create your own path step by step"

 A couple of days back i was at my desk deep in thought on how best to guide a client improve customer experience in his single store retail organisation, and the book " Fish Sticks " stared at me from my book shelf inviting me to relook at it. .

Though its predecessor "Fish !" is more well rated by many readers , i find the sequel " Fish Sticks " addressing the more difficult challenge of making change stick .

While it contains some deep practical insights , one line that is worth remembering is a quote in it from Joseph campbell

" Your path is created in the moments of action . If you see it laid out in front of you , step 1 , 2, 3 ..you can be sure its someone elses path . Thats why you see it so clearly "

"So while we should all be open to taking advise and any inspiration from observing other organisations and people, when it comes to action , do not borrow someone elses to do list .
Instead take your own first step !! "

B94 Disappearing mid managerial roles

 Hope the writing on the wall pushes many managers out of their comfort zones, for their own good and before its too late.

Organisations especially those whose businesses have been impacted since march 2020 by Covid19 are discovering they could do without a fair chunk of their managerial staff . While some of these roles may reappear when demand and business revives , my reading based on data from people i have been speaking to including some of my clients is " Most of these managerial roles are going to disappear for good " .

Certainly not good news for middle and senior managers who arent able to demonstrate visible impact or value .

Wishing most would use the opportunity to upskill, reskill and focus on impact and value.

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

B83 Having difficult conversations remotely

By now we have all sort of got used to having conversations remotely. Even if the videos are on we are still deprived of our ability to sense the context and mood in its entirety for various reasons. And these times are compelling us even more to have difficult conversations with team members , service providers ,clients.. .

Here are a few of my #learnings
1) Put your thoughts in writing (This will help in clarifying your purpose and goals)
2) Send your thoughts by mail . Helps set the context for more detailed discussions.
3) Schedule more time for the #conversations than normal to listen to the others story and sharing yours
5) Don’t make assumptions and do not be shy of asking for details.
6) Be calm before you step into the conversation. Physical distance makes it even more complicated to resolve emotional reactions.

These are in addition to those you would have learned and used while having difficult conversations face to face including uncovering contributions , differentiating between impact and intention , solving for the problem etc.

Look to learn from your experiences .

B82 You can stay humble, while showcasing your work ,its impact and value.

Visibly demonstrating impact and value of work is as important as creating impact and delivering value.

Growing up many of us have been taught that our work needs to speak for itself , not to talk of it and to stay humble.

I have seen many a competent person fail to get adequate opportunities to fulfil their potential because of this self-limiting belief.

One can stay humble, while showcasing impact. The key is to practise detaching your ego from your work and creation. Think Sundar Pichai and the way he talks of the work at google and its impact on people or AR rahman and his acceptance speech at the Oscars and you know what I am talking about.