A lot of professionals are guilty of going through their work days without a clear purpose. Such people are busy forever, but not necessarily productive. Instead each moment and each task needs to be accounted for the time spent. There are some methods following this, it can be achieved so. First of all, a clear purpose must be framed out for any work against individual as well as organizational goals. The principles of job crafting can be applied for this. The plan of work must be mapped out stage-by-stage against the overall corporate strategy and the team goals etched out. As an internal audit one can always check with the project manager on individual effectiveness. Another step needed in the right direction is to weed out the distractions. But this can only happen once they have been identified so focus can be put on the most pertinent of tasks.


Uploaded Date: 29th May 2017

Contrary to popular perception, some of the best of business leaders are those who have faced massive personal, academic or professional failures in the past. A study was conducted by gh-Smart, a leadership advisory probing CEO candidates. It was found out that nearly half of them faced massive failures in the past but more than three-fourths of them ended up with the top job in the business. Examples of failures include faulty software implementation leading to incorrect billing, poor handling of key stakeholder or botched talent recruitment efforts. It was found out that those who had faced hardships tended to be better in four particular attributes which are decisiveness, reliability, capacity at impactful engagement with colleagues and adaptability. Some of the most successful organizations worldwide such as Toyota are the ones who embrace failures and learn from them.


Uploaded Date: 18th May 2017

While a lot of individuals dream of switching over to a career line drastically different form their current vocations few actually take the plunge. The costs of change and possible fear are enough to drive away such dreams. Some however have made the transition smooth, so methods have been identified for doing this. For a start, professionals must keep learning new skills. The funds generated from the main career can often be used as an investment to learn this new vocation. The friends circle must not be restricted to the current industry or organization but spread wide so that critical contacts may be developed. This also helps because people from unrelated industries tend to give a more unbiased or authentic view than insiders as the latter are wary of reasons for asking. Business innovations meanwhile can be developed at odd places, such as creating a platform to connect musicians in New Orleans with possible clients post the devastating Hurricane Katrina.


Uploaded Date: 17th May 2017

Increasingly people are getting engaged in the gig economy and instead of working nine-to-five routines five days a week, are devising innovative work schedules. Studies have shown that contrary to popular perception of work from home being an escape route, it actually minimized travel time wasted and improves productivity. While a lot of professional struggle to convince their seniors of the obvious benefits, some tactics to do so have been suggested. First of all, the flexibility seeker must be clear about the motivations to work from home and must communicate accordingly. A proper plan needs to be put in place to ensure its success. One must never ask a Friday or Monday work from home as it would appear to be geared up towards extending one’s weekend. Instead, Wednesday could be the ideal day, as it a day for through business analysis which requires a calm environment. The message must be clearly communicated to the boss including benefits accrued to both parties especially the organization. The boss may not instantly say yes, but patience must be accorded. Also, the boss may not instantly give complete green signal, but take it on an experimental stage. Thus a six or three month trial must be accepted. A complete change in organizational perspective must be addressed and not just one’s own benefits. Thus the HR needs to be brought onboard communicating the talent management and retention benefits such a scheme would endorse. Finally, the person must just go for it and seize opportunities whenever they present themselves.

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