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There are some bosses who come across as highly creative. They love bouncing off their ideas from those closest to them at work. Such bosses are usually highly productive when it comes to designing business innovations. But they can often get overbearing on their subordinates, who simply cannot keep up with the rush of ideas. A time management coach who has handled several such corporate training assignments, has some ideas to cope up with them. To start off, one has to foster mutual respect. One needs to understand that all ideas generated, do not necessarily lead to direct action. At times, it pays to simply hear off something, and let the idea mature on its own with the final verdict. Bosses too need to be honestly explained the time commitment needed for it all, so they may get more realistic with their ideation. The bosses will also need to be brought back down to earth sometimes, by focusing on the single plans.  Constant new ideation leads to much distraction.

Source:https://hbr.org/2018/11/how-to-work-for-a-boss-who-has-a-new-idea-every-5-minutes

Uploaded Date:27 February 2019

Due to the present trend of the constant churn in technology, employees worldwide have been sold the narrative of lifelong learning. Several management training sessions have also been held to hammer home the point. But now, a new trend of more far- reaching suitability has emerged. This is of lifelong employability. It has a greater human dimension to it. As part of this, training courses will need to be tailored to suit the inflection point in one’s career. Microlearning will also be part of it, involving fifteen to thirty- minute information bursts. The learning platforms will now make use of big data to glean insights about the requirements of individual learners. Competence is to be the buzzword, and not merely the degree od education. Greater investment is to be made on the training requirements of entry- level and frontline workers.

Source:https://www.mckinsey.com/featured-insights/future-of-work/competitive-advantage-with-a-human-dimension-from-lifelong-learning-to-lifelong-employability

Uploaded Date:20 February 2019

A global marketing manager at the Boston Consulting Group (BCG), saw a massive spurt in her work success after she started practicing the art of silent meditation. Indeed, all meditation tends to be silent, but she learnt Vipassana, one of the oldest of these styles in India. It focuses on seeing things as they are. One of its big advantages is its acceptance of the order of things as they are around. It also builds patience to respond proactively, but not merely react rashly. Decision- making not gets more decisive. The professional at the said business consulting giant also saw her communication now stand more effective than ever before. A sense of humility also got built in after the sessions she attended at Igatpuri, which is in Western India. One needs to begin slowly, by focusing on one’s breath.

Source:http://knowledge.wharton.upenn.edu/article/silent-meditation-helped-succeed-work/

Uploaded Date:20 February 2019

The general assumption in the corporate world, is that all want to rise higher up in it. So, promotions are seen as the ultimate carrot. Yet, there are cases, where employees do not want the said promotion. This could be because they are the primary caretakers at home, so wish to spend more time there. Another person could be creative, so may want to focus on the individual contributor skills, rather than broaden one’s horizon by taking on more responsibilities. Thus, situations arise when individuals need to confront their bosses by telling them that they do not want the promotion. For this, one needs to start off by thanking their bosses for their contributions. Next up, he/ she needs to explain why their current position suits the organization the most, as business innovations get generated from that position. This must not impinge on one’s growth, within the profile, but merely not wanting to take up additional responsibilities. Whatever the case, one must avoid getting a promotion, which will ultimately harm one’s career.

Source:https://hbr.org/2019/02/how-to-tell-your-boss-you-dont-want-a-promotion?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:20 February 2019

Companies from across the spectrum, need better talent management and retention strategies for working parents. The reasons are obvious. To start off, this demographic is enormous, covering over fifty million people in the US alone. Their struggle now is more in meeting the household demands, that it was for the corresponding age group, in the previous decades. Working parenthood is no longer a women’s problem alone, as increasingly men are part of the parenting duties. So, they require greater flexibility and an improved work- life balance. For the junior or prospective employees, the treatment meted out to working parents, often acts as an indicator. So, the generation acts as a bellwether for future talent recruitment. The entire public dialogue is dominated by this talk. Not much is being done externally in the form of legislations to help working parents. Thus, companies will need to figure this out themselves. To ensure this happens, personal support ought to be extended to them. Solutions need to be devised leveraging all, and not merely the HR. Instead of merely the silver- bullet solutions, a comprehensive package ought to be created. The benefits to be poured out need to be communicated better, than what the competitors are doing.

Source:https://hbr.org/2019/02/your-company-needs-a-better-retention-plan-for-working-parents

Uploaded Date:20 February 2019

The right talent management strategy can go a long way in achieving organizational success. This is as per a study conducted by the McKinsey Global Survey. The returns to shareholders tend uniformly to be higher among such companies with the best of practices. Three practices have been identified that will set this right. To start off, the talent available within the firm needs to be allocated rapidly to their respective stations. This avoids any sense of confusion or ambiguity. The human resources department has to be actively involved in the overall employee experience, while at the firm. In this way, talent gets linked to value. And the last driver would be the assortment of strategic HR teams to oversee this development at different levels. The HR actively needs to be involved in the company strategy.

Source:https://www.mckinsey.com/business-functions/organization/our-insights/winning-with-your-talent-management-strategy

Uploaded Date:16 February 2019

A lot of team leaders tend to struggle at maintaining the balance between set high and low targets. While the former is good for setting the bar high, and further impress one’s superiors, the latter is seen as a talent management ploy, with employees seen happier. The thinking goes that with easier, more achievable targets, the team members feel welcome due to the lower levels of anxiety. However, the latter often does not work out. Research conducted using Amazon’s crowd sourced marketplace – Mechanical Turk- goes on to study that employees generally feel more motivated when the challenge to achieve is high. Improvement goals tend to bring out the better among employees, than ones merely to maintain the status quo.

Source:https://hbr.org/2018/11/why-you-should-stop-setting-easy-goals

Uploaded Date:16 February 2019

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