rapport - HR Footprints

Five factors for talented people to think!

Leave a Comment / Careers & Concerns / HR Footprints / 03/02/2015

In our previous blog we came across Rahul, an extremely talented and enthusiastic young employee. Despite of all these qualities, he had to face an unpleasant feedback from his manager. What actually hampered Rahul’s performance? I like to highlight here particularly five factors that talented people must keep in mind. My success is a factor of many other people: Talented people need to appreciate the fact that, their success needs a lot of support and contribution from others. There is a whole support system that enables them to utilize their talent and deliver results. They need to shed the arrogance or self-in-flatting feeling that they are great performers. No business result can ever be achieved with singular contribution. Rahul perhaps needs to release this facts and start respecting the contribution of others. My colleagues need to accept me before they support me: Building on the earlier point, once the talented individual realized that their contribution needs the support of others; they need to explore ways of gaining the acceptance of others in the system. If the colleagues do not accept them, they will not be forth coming to support the talented people. The talented people may face the problem of getting alienated. Therefore Rahul needs to work on building the Rapport and relationship to seek support. Many a times, talented people relay on systems and processes to get support. They argue that people need to support them because process demands. But human behavior does not exactly operate the same way. They need to appreciate the human needs and build those affiliations so as to get the required support. My attitude towards less talented people determines my success: Talented people become impatient and restless when others in the system do not match to their talent. However it is the fact that organizations consist of top talent and somewhat mediocre performers. They cannot look down upon those less talented people. They may do well to help them become more efficient. In the meanwhile, they have to learn to be patient and get things done. By talking in an insulting manner, they may encourage resistance. My pace of work depends on the team’s pace: There is no point in losing the patience at the pace of the team. Talented people need to realize that the final delivery pace depends on the weakest link in the team. If they can do anything to improve it, they should do to uplift the team by encouraging them. Talented people tend to blame the system saying that it is because of them, they are not able to deliver. They need to act like leaders. My ability to lead my colleagues determines my success: Talented people cannot be successful just because of their domain and functional knowledge. They cannot succeed by criticizing and turning cynical about the system. They become successful because of the ability to lead the colleagues. Leading your peers is not going to be an easy task because they are not reporting to you. Colleagues listen to you only when you earn their respect. You need to master the art of influencing without authority and get the buy-in of colleagues. Finally, talented people need to broad base their talent; they can achieve success by leading the team to succeed! Article – “What derails people despite their talent?”By: Dr.Raj, Published in HR Mirror, Hans India.Follow Dr.Raj on Twitter @drraj29

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It is hard to own your career choices…but not difficult!

Leave a Comment / Blog, Careers & Concerns / HR Footprints / 17/06/2014

In our last blog we discussed about how different people influence our lives and our career choices and decisions. In this context, we have stated an example where a lady wants her daughter to study CA as her career, just to align with the family pattern even though her daughter is interested in engineering. Similarly, let’s take up some more examples that I have experienced recently, which proves the same. Choice of hobby: Here is another story of a teenager who wanted to take up dance as a hobby. I am not sure if he was inspired by Michael Jackson, but he definitely enjoyed dancing a lot. When he expressed his desire, his father did not like to see him jumping around on the stage; instead he asked him to pursue Carnatic vocal as a hobby. The teenager had a decent voice, but no interest. I wonder if the career choice will be a pleasure or pressure. Choice of career: Here is the story of a girl who completed her B Pharmacy in a local college. Soon after, she received a job offer to be a pharmacist in a progressive pharmacy retail chain. The job involved understanding the patent’s requirements, studying the prescription, selling medicines. Given her pharmacy background, she could do that well and she enjoyed the rapport with some of the aged people. Then one day, a distant relative happened to see her in the pharmacy. Since then she was worried. The reason was that he went back to the village and publicized to everybody that the girl was working in a store as a “counter girl” selling medicines. No one understood the depth of the job. Under pressure from the family, she had to resign from the job which she loved and enjoyed. Own it! The above all examples highlight the social pressure that one experiences in one’s careers and lives. Is it worth it? Should we always please others at the cost of displeasing ourselves? Is the social or parental pressure always negative? It is important to listen to all the views and suggestions from parents and our well wishers. Ultimately, if we can develop the inner strength to make choices and, more importantly, take responsibility for the same, we will evolve into confident and self made individuals. Of course, in the process, we need to be empathetic about others expectations from us, and try balancing to a possible extent. Excerpts from the article – It is hard to fully own your career choices!By: Dr.Raj, Published in HR Mirror, Hans India.Follow Dr.Raj on Twitter @drraj29.

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Tackling tricky situations at work

Leave a Comment / Careers and Concerns / HR Footprints / 30/10/2013

“One must be aware of the organisational politics, though you will not be party to them. Beware that you may be used as a pawn; play it delicately until you are sure of the organisation.” Several times, we encounter situations where there are more than one way of handling them. They bring with them several dilemmas, doubts, temptations, and sensitivities. Dealing with them in one way can lead certain gains, but may cause damage in the longer run. Therefore, they call for a more balanced and well-thought out response. Let us discuss some tricky situations at work by taking examples. Situation-1: Ramesh was in a frustrated mood. His application to an IT company got rejected and as per the company policy, he could not apply again for at least another six months. In such a mood, he received an advice rather a smart one! The suggestion was to change the way he wrote his name and his father’s name, hoping that the online software that filters the applications would fail to catch it. In the first instance, the idea was appealing to Ramesh, though he wasn’t sure if it was the right thing! Though the sheer need of the job momentarily tempted Ramesh, he thought about the other likely consequences. What would happen if the software caught him for manipulating willfully? What would happen if he was cornered during the personal interview? Would it not cause a permanent damage to his career? Moreover, he felt there must have been some reason for the company to have such policy of not re looking at the rejected candidates for at least six months. How would they look at Ramesh if he did not even respect a simple policy? What confidence will they have on his to offer a job? Weighing the long-term professional implications, Ramesh chose not to manipulate his name. Situation-2: Ramesh could not muster courage to manipulate the names in the applications. He was still in need of a job and desperate to get one. He then received a call from a friend asking him whether Ramesh could organise Rs 50,000. The proposal was to pay an agent fifty thousand who will get Ramesh an entry-level job in a company. Also, it was stated that it is a very common practice and even HR people know it. While Rs 50,000 was surely a big amount, Ramesh was more tempted with the prospect of a job! Options like this may get a job, though not sure if the agent would not cheat and run away with money; the bigger question, however, is how one would grow the career after finding an entry thorough the back door! Situation-3: Suman is a junior member of the HR department. Given his flair for numbers and comfort with operating software packages, his manager placed him in the confidential payroll cell. Given the role, he was privy to all the personal and confidential information of almost all the people including the top management. His work place was also located a little away from the rest of the staff. However, Suman makes it a point to join his peers and people from other departments at the lunch table in the cafeteria. Using the informal rapport, some senior people from other departments tried enquiring Suman about others salaries. While they are more senior than Suman, given the role, Suman finds it delicate to share the info.In the first instance itself, Suman needs to assert and differentiate between personal rapport and professional integrity. If he compromises on professional integrity for want of personal relationships, he would not be trusted with any responsibilities. Situation-4: Suman reports to the HR Manager, who in turn reports to the Head of HR department. One day Suman was called by the head of HR and he was asked about some feedback about his manager. Suman was encouraged to be candid and honest in his feedback and he was promised anonymity.With that assurance, he spoke his heart out. After about a month, the HR manager was asked to go and Suman was left with huge shock. Until today, Suman worries if his feedback caused his exit! One must be aware of the organisational politics, though you will not be party to them. Beware that you may be used as a pawn; beware of such tricky situations at work when you encounter them; play it delicately until you are sure of the organisation. As one gains more experience, people will get seasoned in tackling tricky situations at work. However, during the early stages of the career, you may be vulnerable; watch out! This article was published in: HR Mirror Hans India

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