relationships

Talent Management

What makes high performing team?

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In our previous blog we have discussed about the fact why leaders and organizations put emphasis on teamwork. But how can we define a High Performing Team? What makes a team High Performing Team? What makes Teams High Performing Teams:  There are many authors who formally define High Performing Team (HPTs) in HR literature. From a general understanding, we can decipher the following characteristics of a High Performing Team. Unified Goal: All the team members chase one unified goal and they do not pull in different directions. Failure to define a common goal means failure to bring the team members together. Clarity of Roles and responsibility: While the goal is unified, the team members need to perform their own specialized activities. Therefore, it is imperative to have clarity as to who does what in the entire supply chain process till the customer is satisfied. High Performing Teams take extra time to minimize the ambiguity or role overlaps, which will create confusion and delay in action. For example, from our pizza example mentioned in the previous blog, imagine that there is confusion as to who should pack the pizza that is prepared – chef in the kitchen or delivery department? Concern for end goal: It is often possible to see and hear one saying that “I finished my job” irrespective of whether end goal is achieved or not. In High Performing teams however, the attitude of each of the team member is to ensure that the end goal is achieved and not simply finishing a part of the job. In the same pizza example, what if the chef feels that “my job is done” after he prepared and packed the pizza? The goal is deemed to be achieved only when the pizza is delivered and money is collected. Customer Centricity: Every team member in a High Performing Team is constantly engaged in thinking and innovating how the customer needs are met and serviced. Such customer centricity will surely meet with business success. Relationships: High Performing Teams will consist of spirited individuals who share an excellent rapport with each other and who carry a sense of maturity in dealing with differences. Healthy relationships at work place will create healthy environment where each member is motivated and energized to perform their best. Communication: Another important characteristic of High Performing Team is seamless communication that helps in better relationships, faster decision making and quicker customer response. A quick glance at the above features makes it fascinating to imagine a high performing team; however there are many sceptics who question if such High Performing Teams can be seen in practice. To respond to that question it is essential to understand that teams are created by the individuals within the teams and leaders who lead such teams. If each team member understands and behaves in desired way, one can contribute a great deal in bringing synergy in the team. Keep tracking this space to know more about High Performing Teams. This Article was published in: HR Mirror,Hans India.Follow Dr. Raj on Twitter @drraj29.

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Self Assessment

Do you feel small when you see someone better than you?

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In our professional career, we often come across people who are better than us in some aspects. They may be better presenters, they are more knowledgeable, they may be more aggressive, they are better in building relationships or they may be better in achieving results. When you come across such people, how do you feel? There could be two types of scenarios that are possible. Which one is applicable in your case? Scenario-A: Do you get motivated and inspired to be like them? Does it drive you towards improvement? If it so, then you need the company of those who are better than you. They inspire your development. Scenario-B: Do you feel small in the presence of those who are better than you? Does it demotivate you? Does it impact your confidence negatively? If this scenario is applicable in your case, then you need to be careful. Some possible ways to handle this scenario include: 1.  If possible, you temporarily avoid their presence till you achieve some improvement.  2.  If you cannot avoid their presence, then you need to identify those areas where you are comparing; in such areas, you need to focus and bring about some improvement on a priority.  3.  If improvement is difficult in the short term, then you can deflect your attention on to those aspects where you are better than them; you need to demonstrate those aspects much more. This can restore your confidence. 4.  Finally, you need to remind yourself that everyone is good in some aspect; we simply need to discover it!  Article By: Dr. Raj, C.E.O.,HR Footprints Management Services Pvt.Ltd. 

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Attrition

How not to quit a job!

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Most of us discuss, plan and exercise caution while joining a company. We check out the job profile, we inquire about the work culture; we benchmark the salary and other perks before giving our nod to join a company. Further, we also ask for time to join and seek help to settle down. All this while, companies are usually considerate and allow us to take our time. However, we often fail to do the same when we are about to quit a job in that company. It is an irony that the same people who take extreme care while joining err while exiting the company. Read the below instances as to how people quit a job and think about how it impacts your professional credibility. Leaving for wrong reasons: If you quit a job from a company, you must have genuine reasons. Leaving in a huff or for some emotional reasons may not augur well for your professional growth. Therefore, one must be careful in timing the exit as well as trigger for exit. When caught up in an emotional swirl, it might be tempting to run away from the job, a moment of pause will bring back the balance and help your professional standing. Another aspect that one must pay attention is to check if they are leaving behind some meaningful contribution. If not, they must realise that it is not an appropriate time to quit. Leaving in a hurry: It is often seen how excited people become when they get an offer for a new job. As they are delighted about the new job, they make a mistake of showing excessive hurry to leave the present job. Some executives who are good with numbers will quickly work out some arithmetic as to how much extra they would earn if they join the next job with higher pay. They seldom remember how much time they had taken at the time of joining.While it is not wrong to be more concerned about one’s own career and earning, the move should not be in haste. Just as you need to regulate your negative emotions, you need to maintain your balance even during happy moments. Early switch off and disengaging: The moment they decided to quit, some people show it up in their body language. They become very casual, they turn up late, they take excess leave, and they skip meetings and so on. It all amounts to shirking responsibility and disengagement. Many a time, it surprises the organisations how quickly talented people switch off with the least concern to the ongoing issues. They become insensitive to the fact that they are still serving the notice period and that they are receiving the salary. Probably, it is their psychological comfort of their next job that gives them confidence to behave this way. However, they need to realise that how they carry themselves even after securing the next job speaks of their professionalism. Snapping ties with people: You do come across some people who behave very differently, rather indifferently, with colleagues soon after receiving a plump job offer. Their style of interaction almost indicates as if they don’t need you any more for their career advancement. One need not be excessively expressing gratitude towards their manager or colleagues; at least, they need not be callous towards them. Such people may not realize that the same colleagues or manager may cross the roads at some stage of their future career path. Think how would you feel as a manager or as an organisation if one of your employees demonstrates any of the scenarios described above; what would be your impression on such an employee? To be a true professional, one needs to plan and execute the exit process also as meticulously as joining a new job. Important points to keep in mind while planning the exit will include: 1. Don’t over celebrate. 2. Keep your personal issues as a second priority and focus on some logical closures for the tasks on hand 3. Continue to be cordial and work with an intention of sustaining the relationships 4. Be committed till the end of your notice period; continue to contribute as much as you can; do not shirk. 5. Leave a positive trace of you behind. This article was published in: HR Mirror, Hans IndiaFollow Dr. Raj on Twitter @drraj29

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Trust and Relationships

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Continuing the thought about trust, can we reflect how much importance trust carries in our relationships? Can we also think of those relationships that have void of trust? When you have someone that you can trust Most often quoted example of trust in relationship is that of a baby thrown in the air playfully by the parent; instead of fearing, the baby giggles and bursts into laughter! That is primarily because the baby doesn’t have any doubt your intention other than being playful. Where there is trust, such relationship becomes effortless bonding! You tend to be yourself without suspecting any ulterior motives to the other person. When you trust the other person, you open up, share, confess, listen, seek and converse unconditionally. There is an inner security and reassurance that you experience. On the other hand, when you cannot trust someone in a relationship, imagine how suffocating it would be! You will lose sleep; feel anxious; your communication will be selective and guarded! How does it feel? When you are trusted When others seem to trust you, you feel respected; you feel valued; and if you are mature, others trust will make you more responsible. Exactly the contrary will be the feeling when you are not trusted! More intriguing will be the four scenarios that capture the element of TRUST in relationships. Think about the implications of each quadrant; and more importantly, map out your relationships in these four quadrants. I am sure it does provide greater insight! Written by Dr. Rajkumar, CEO, HR Footprints.  

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we must talk about trust

We must talk about trust!

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What is the meaning of trust? In recent times, I have been often hearing the statements such as “don’t trust even your shadow”, “you may believe many, but trust none”, “don’t trust easily, these are not the days for that”, and so on. So, we will talk about trust today. Already, our throats are getting dried up due to shortage of water and scientists are checking on accessing potable water from Mars; besides shortage of water and many other things, how is the human life going to be if we fall short of trust in our society? Are we heading towards insecurity and fear in the days to come? Can we augment trust deficit with more security checks and surveillance? Or is there something that is deeper than that? What will be the impact of trust deficit on human relationships? on working cultures? on businesses? Is there something that we can do? Or do we allow it to erode? We may not have answers for many of these questions. But, we need to talk about trust. Let it be a point of our conversation. We need to analyze it deeply. Analyzing trust is analyzing self. It will connect us with our true self. Written by Dr. Rajkumar, CEO, HR Footprints.

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