Responsibility

Leadership is Responsibility

During the last few weeks, India has been a happening place. There has been change of governments, emergence of new leaders, impact on the stock markets and to top it all the Indian Premier League! One can read news, watch the television debates and pass time. But a closer look at some of the happenings offer us deeper insights and teach us important lessons. From today and in the coming week, let us discuss a sample of them one by one. Please note that these HR lessons emerge out of my personal interpretations and do not act as any endorsement to any political outfit or individual personalities. Leadership is responsibility: Being a leader is not about power, position and control. Leadership is fundamentally a responsibility. It is a very prime aspect of leadership, but seldom demonstrated by many aspiring leaders. We have seen it happening in one of the national parties where the ‘leader’ decided to delegate responsibility of representing the party in parliament after disappointing results. One cannot be respected as a leader when he/she shirks responsibility after the team failed to deliver. Leading during success is relatively easier than leading during failures. In fact, great leaders emerge stronger by standing by the team during troubled times and thereby resurrecting the lost confidence and morale! Keep tracking this space for more discussions. Article By: Dr.Raj, Published in HR Mirror, Hans IndiaFollow Dr.Raj on Twitter @drraj29

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Career Choice

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

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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Talent Management

Want to develop your people? Here are the 7 tips to do it better!

Developing team members is one of the primary responsibilities of managers. Different managers do it in different ways. To develop your people more effectively, follow these tips: 1. Firstly, ask yourself – do you genuinely want to develop your people? Doing it as a compulsion of your job is unlikely to give you best results. 2. Have belief in your team members’ potential; More importantly, inculcate self-belief in them too; “Don’t you know even this much?” is a sure way of killing their confidence. 3. Take risks by assigning tasks that are beyond their immediate competence; they need to learn and discover themselves. 4. Be patient; they may not take off instantly. 5.  Correct their mistakes through discussion than review; correcting them without affecting their confidence is the key. 6.  Give credit for good work done – however small it is; it simply reinforces “I can do” attitude. 7.  Finally, remember that your success is when your team members succeed! To know more about how people development, click here. Article by: Dr.Raj, CEO, HR Footprints Management Services Pvt.Ltd. Follow Dr.Raj on Twitter @drraj29

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