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With evolution of Internet, everything around is turning out to be 'Smart' devices. The first of its device which became popular is a 'Smartphone'.  Smartphone is a good analogy to understand how can organisation must be led. Sounds weird right ? Here are my thoughts on how Smartphones are great analogy :   Let's dive into individual topics and compare them to the smartphone :  Efficiency :  Yes, organization are like smartphones, and people in organization are like Apps. The organization efficiency is dependent on the processor of the smartphone, when more apps are installed on phone, more space of RAM is utilized and thus slowing down the phone. Therefore, it is important for organization to first know it's RAM capacity and accordingly install the apps.  Training :  Any app on our smartphone needs an update to fix a bug or improve the efficiency of the App, so are employees. Nobody is perfect and we all too h...

      CRITICAL /CONSTRUCTIVE FEEDBACK Critical feedback are very dangerous as it basically depends not only on how it is given, but also on the way how it is received!  It differs from each person but the most safest approach is from "Hot drink" model. Let me try to describe it in short words : RECEIVING CRITICAL FEEDBACK   Let's imagine I give u something hot to drink. The common behavior of drinking something hot is that we try to sip it slowly sucking the liquid around our tongue, imagine this as feedback which is a critical one. Especially in India, when a critical feedback is given, it burns tongue, therefore the person receiving it must always be sucked slowly with a coating around the tongue, i.e take it slowly and with coating of the positivism of the feedback. If not coated would directly hurt the person receiving it. PROVIDING CRITICAL FEEDBACK Also, for person providing critical feedback, should be compared to sandwich model, i....

Most of the time it is not about time management, it is about energy management and how we utilize the energy towards achievement of the tasks towards the organizational goals. There are strategic and operational topics in our routine and the effective utilisation of energy is the key for smart achievement of these goals. According to "My Thoughts" i would equate energy with enthusiasm of an associate. And categorizing these two into 4 different boxes we could term associates into each of these categories : LOW Enthusiasm and LOW Energy: These are those associates who are nothing but 'SEAT WARMERS' of the organization (apologies on the word used, but that's a fact). They have absolutely no energy and no enthusiasm and therefore, are only seat warmers and are dangerous for the organization with respect to overheads and spreading of negativity in the organization. These associates are easily identifiable in terms o...