All of us who have worked for quite a while, always have to give the Pink Slip many a times, reasons too vary. It is never an easy task to do this but it has to be done. Over the years I have had to do it personally a lot of times & believe me it is never easy.

However, over time I have realised that doing so with “Grace” is the best way & have also personally drawn up what I refer to as Appropriate etiquette for communicating bad news/handing out pink slips.

Bad news in face to face meetings only with Human Touch - I never ever believe in giving bad news by telephone, email or via. As the Boss Man to your direct reportees, it is their right to hear it from you straight & without embellishments AND never use 3rd person…’Management has decided; Boss has decided etc’. It just demeans the whole communication and relationship.

Privacy This is another important criteria whilst imparting bad news. Yes even in these days & age of open offices also. If need be take him/her out for coffee or wait till the office is empty.

Spend time Nothing is cut & dried that you announce, get up & walk away. Spend some time, share good thoughts.

Extend Support Unless it is a ‘Termination’ for serious offense, always extend support in terms of reference, help to connect with people etc. It really does not cost anything much.

Keep in touch This is one thing I believe in strongly. There is no need to be apologetic about the whole thing & avoid facing or meeting them or even avoiding their calls. They are your good will ambassadors and there is every chance that a time may come when they would be able to assist.

What are your thoughts on this? Do share and add to these.

I am always asked, how do you manage to recruit people without paying them the Sun, Moon & earth - that too in Retail.

I do not have many points or gyan on this, except that I am Upfront:

I tell people you’re in a very competitive industry.
I am always honest with them.
I tell them that I am Not right everyday, neither do I expect them to be. As long as they are 6/10 times and keep me informed about the others, it works for me.
The reason this works, because in the retail business, you’ve got to be right every single day. There is extremely high day to day intensity associated with retail.

The last couple of weeks have been really tough in terms of bringing Projects up to speed. There has been a constant back and forth where my expectations and deliveries were a complete mismatch. A couple of colleagues kept asking, ” How do you make Project work” especially when I kept pushing the 90 day turn around. And this is what I shared with them.

Build your team (existing or new)

List all the people who are part of the project team
Factor all the skills that are required
Talk to each member about his/her skill set
Match people to the skills & tasks required

Once this is ready, it is important to list down:

Steps to schedule Management

1) Know which deadlines are sacrosanct (hard and fast) and which have some flexibility
2) No task should last longer than 4-6 weeks
3) Don’t schedule more detail than you can yourself oversee
4) Develop schedules according to what is logistically possible
5) Record all time segments in the same increments such as in days or weeks
6) Have some flexibility in project schedule for handling problems that might occur later

Believe me this works wonders for execution. If you feel something more can be added, please comment & I will update the post.

These questions are not nuclear science or invented by me, but learnt along the way of my professional journey, read in a variety of books, articles of Management gurus, still relevant in today’s world.

1) What is the new opportunity that we as an organization are not seeing?

2) How might we learn from others - competition & non competition?

3) Can new trends in how people work/communicate open up ways to improve our organization?

4) What is my ‘Best’ today & how do I enable my team to do their ‘Best’ today?

5) If we were starting from scratch, how would we design it?

6) When a meeting is flat & perfunctory - What’s on people’s mind that is unsaid? What’s wrong? What’s going on?

7) What’s the craziest idea that just might work?

What are the most damaging barriers facing us & how do we obliterate them?

9) What do I need to ensure my team understands my driving philosophy & passion?

10) What’s possible today that was not possible last year/month?

11) Is my team focused on doing what matters the most?

I would love comments & additions to the list to make it more comprehensive & encompassing.

Lately on twitter I have experienced spam follows - who use a variety of apps to follow/unfollow to improve numbers, grade & supposedly climb the social media ladder!

To add this sabzi mandi (confusion) there are those mavens, gurus, experts who discuss Social Media Gyan with links, analysis, articles which are repeatedly RT (re tweeted), most of the times without being read, understood in the Indian context. Read the rest of this entry »

Over the past couple of months, on twitter, I have made good friends, faced hostility, received invitations to play, party etc. which I have least interest in.

One of the most important things, being urged to follow someone, interact on some political, sports, technology feeder that I have no or little interest in.

Having said that, there are still those persistent people who believe that they need to be connected to me on Twitter, Facebook, Linkein besides email!

To put things in the right perspective -

Linkedin - My professional profile that says everything I want the world to know.

Facebook - My personal, family, friend connect where I know everyone & may have lost touch but now reconnected.

Twitter - Great exchange of thoughts, helpline, just being you.

Blog - Sharing of thoughts, gyan, communicating at length.

All of this means etiquette is different everywhere & it is a learning process all over again, one of the main reason for confusion amongst the Grey haired! Internet has thrived on the principle of free information with little censorship, certain ‘Netiquette’ rules that I think relevant:

Profile - If you are following me/want to follow me on Twitter, why do you ask me Questions? And this too from the young <30’s who are technologically savvy.

Invitation - If you do not know me, have not interacted with me, do not send useless invites for Farming, Mafia etc. It is an e-handshake & needs to create a good impression so invest time on it. A standard invite always gets ignored & someone who just wants to grow their network to impress others.

Network - Establish who you want and why you want them, so it becomes easier to network. A lot of us accept invites from people who are real friends or people they have worked/communicated with in the past.

Quality vs Quantity - One of the most irritating aspects of internet networking. Professional networking should never be a race to see how many you can notch up, but connecting with few, concentrating on converting these into relationships.

Unknown People - You need to make sure that you have a good reason to accept requests from complete strangers, as you are always known by the company you keep.

Communication - Do we ask a favor immediately on being introduced to strangers at a seminar/event. No then why should internet be any different.

Keeping business & personal lives separate - Already covered in detail above & sooner people realise, better it is.

This is something I had read some years ago, in the book ‘Execution’ by Larry Bossidy & Ram Charan (confirmed by Soeb yesterday) followed it ever since, quite successfully.

1) Know your people & your business
2) Insist on Realism
3) Set clear Goals & Priorities
4) Follow Through
5) Reward the Doers
6) Expand People’s capabilities
7) Know Yourself

If I remember correctly, this was something I read from Sam Walton’s book years ago, tried to implement in toto, succeeded some places, but came out ahead overall.

1 Remember what Sam Walton said: Trust your customers. Go talk to them.
2 Don’t cut your culture. It won’t recover easily.
3 Ask yourself what you want to look like when recovery comes. Then Manage toward the outcome
4 Run your company in good times the way you would in bad times. You’ll always be ready.
5 Believe in your business. There will be an upturn.
6 Do what it takes to remain profitable. Negative numbers become an excuse for almost anything.
7 Invest in your R&D. You will need it.
8 Talk with your customers, employees, suppliers and shareholders. Keep them in the loop.
9 Cut out what’s non-core. Invest in what is.
10 Understand what business you’re in - emotionally. Be a beacon to your customers.
11 Look for technology-based efficiency. Use the web to cut costs and boost productivity.(No, the web isn’t dead)
12 Leverage relationships
13 Make an economic downturn a good time to re-examine your business fundamentals.
14 Demonstrate leadership to your customers. They’re looking for it from business - and too often, they don’t see it.
15 Enlist your employee’s support.
16 Look outside your own walls for good partners. Doing so can save money or make money.
17 Take a calculated shot at something that could change the game: a new marketing push or a timely acquisition.
18 Do what you already know is right - only this time, make sure you really do it.
19 Simplify something - it’s bound to help cut costs. Complexity equals expense.
20 Use this downturn as an opportunity to make a difference.

In case this is incorrect, feel free to comment so that I can make the necessary changes.

The Oxford Business English Dictionary lists it as a term or phrase meaning “in the future starting from now”.

However, post the meltdown, though, it is popular with people who have no clue about what results their actions shall bear.

This is something which keeps cropping up amongst peers, friends, acquaintances with everyone having their own view.

Keeping in mind the economic scenario globally, there seems to be some factors that seem to have changed during the year.

Proven cross functional skills seem to have gained importance this year, which overall seems warranted.

The ability to manage & more importantly inspire teams, holding them together is another factor which has seen being specified more often.

AND the need of being able to communicate effectively & constantly; whilst being extremely results driven is a critical factor that is being evaluated.

Some of the Better candidates would also need to keep the following in mind also:

• Don’t hesitate to take complex decisions with available data, which at times may be insufficient; remaining calm under pressure
• Need to exhibit strong process orientation, whilst being personally flexible in terms of mobility & willingness to learn.

AND

• Remember to be big picture thinkers, capable of broad strategic implementable vision for themselves & the organization that they shall lead.
• International Exposure & high personal integrity are two more elements that have moved across from being ‘Desirable’ to being ‘Imperative’

I would love some more thoughts on this.