Managing Teams

Just removing someone from the team who is a below- par performer, is never the solution. Instead, the solution will only be complete whence the replacement has been found through the right talent recruitment. This is a coaching- centric model for growth and success, irrespective of the industry. This model even encourages students to stand up for the kind of leader they want. It also encourages people to be valued. This valuation also needs to be demonstrated. The concept of consensus emerges, where all work as a team. Two reasons have been identified in this for trust. One is that employees all need a mentor or coach. Secondly, these employees must get the feeling that the coach is likewise interested in their development. Productive management training sessions can then be held. A team- first mentality pervades this style of people management. Perfectionists are celebrated, but even they need to work keeping everybody onside.


Uploaded Date:27 February 2019

In the ongoing digital-age, companies across the functional spectrum are exploring ways to ensure their employees be more data-driven. One of the crucial challenges to this is the dearth in talent available. Some concepts though have been identified which will help companies fix a better data strategy. To start off, the leaders must start thinking like data scientists. Hands-on experience must be provided to employees on working with data scientists, as that will build the empathy. Another tactic is that beyond merely data warehousing, leaders need to proactively set the data quality. All kinds of data will not generate the kind of business insights the firm may be seeking. To make better use of the data available, control charts may be produced as they help in visual representation of problems. The team members must also understand that causation and correlation are not the same. This they can better appreciate post a Root-Cause Analysis (RCA). Working in the digital age requires a minimum understanding of regression analysis. Ready refreshers are available


Uploaded Date:08 November 2018

In the world of talent recruitment, there exists a term called “executive maturity”. This is the phase from simply recruiting others to helping others perform better. For psychologists, certain trends rise and fall. Staying ahead of the curve with pace is what is setting the theme right now. This phase from ego-drive to co-drive requires an understanding that one has already proven himself/herself, but needs to work on others now. Exponents of corporate training too must realize that their job is to energize others, rather than merely being energetic themselves. They must ensure that tasks get congregated together, rather than being delegated. One must seek self-propulsion instead of pace-setting. All this will go way beyond just the teamwork. It will happen when one lets go of control. Otherwise the team will be overtly dependent on the leader’s presence.


Uploaded Date:05 November 2018

Thanks to the proliferation of data, companies are now able to make business decisions in a more evidence-based manner rather than relying on intuition as was earlier the case. A cultural transformation is required for companies to be data-driven. Managers will need to be change agents, but backed by senior leadership, who are themselves often loathe to such change. Three key recommendations have emerged to facilitate this change. For a start, leaders need to stimulate critical thinking within the firm. Investment has to be made on specific management training modules to overcome the gaps. The right talent recruitment needs to be made of people who are adept at analytics, or who gaps can be mended through the right training.


Uploaded Date:17 October 2018

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