MANAGING in the

NEW WORLD

Several people and organizations talk of grandiose ideas such as changing the world. This idea is rather ambiguous and overtly ambitious but has always existed in some way or other. Even a global forum such as that at Davos, Switzerland speaks in similar vein. Marketing research conducted by the Wall Street Journal went through data collected from LinkedIn profiles and deduced that this was most common a trend in the San Francisco Bay area around the Silicon Valley hub where the startup culture is strongest. Due to the power of data and the internet, common people today are dreaming of making changes which world leaders could not in earlier times. However, it would be better for all if these innovators could sustain their creations by developing things that really mattered rather than trivial mobile apps as is commonplace these days. Even if eventually people succeed in improving the world, ideas must initially be kept to themselves as that is what motivates disruptors to go for the lean startup approach.

Successful people have their own ways to network with one another. They engage in what may be termed as “inbound networking” something along the lines of “inbound marketing” where valuable content such as podcasts or articles are created to draw in customers. A one size fits all Facebook or LinkedIn networking does not go with these people. Instead one needs to identify what one is really good at and unique from the madding crowd. Genuine expertise always draws attention and to become a connoisseur in some topic is bound to aid networking with successful people. Attention is also drawn to those who seem to be the centre of their immediate circles. The tactics of using influencers I gaining credence in digital marketing and in a similar context it is imperative to network with them as they can further attract other potential customers.

Amy Cuddy who is a psychologist teaching at top MBA institute, Harvard Business School, says that when people meet each other for the first time, they size up the other based on two significant aspects. The first one is trust or warmth. The next one is respect or competence. While a number of career aspirants focus excessively on the latter, it is essential to understand that due to the peculiarities of human evolution, we tend to put greater focus unknowingly on warmth. If we go back to the times when we stayed inside caves, we would rather assess others based on whether they would be good to us or useful to us. Thus a lot of students, skip social events in order to focus on building competence, but realize later that their job prospects haven’t really lit up. This is because no one really came to know of their personality.

There come situations when executives need to be cautious to simply avoid failure, and others where one is allowed to be reckless. When organizations look at long time corporate strategy, they worry less about failure and can devote time towards developmental aspects. Short term goals do not allow for failure. Certain organizations’ targets do not align with individual employees and that is where the latter need to be cautious. In other situations, workplaces expect employees to work long hours. This inhibits creativity and causes the unjustified fear of failure.

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