Tag: Career

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Why Cultivating a Culture of Dissent is Crucial for the Future of Work

In the professional world, conformity and compliance are often seen as virtues. Employees are expected to follow established procedures and protocols and to conform to the values and goals of the organization. However, while conformity can promote efficiency and stability, it can stifle innovation and creativity. To thrive in today’s rapidly changing and competitive environment, organizations need to cultivate a culture of dissent that values diverse perspectives and encourages employees to challenge prevailing assumptions.

Why Cultivating a Culture of Dissent is Crucial for the Future of Work

The Importance of Dissenters in Professional Life and Corporate Culture

Dissenters are individuals who hold views that differ from those held by the majority and are willing to express those views in the face of opposition. While dissenters may be met with resistance or even punishment, they play a crucial role in promoting innovation, driving progress, and preventing groupthink.

One of the key benefits of dissenters in the professional world is that they promote critical thinking and creativity. By offering new perspectives and ideas, dissenters can help organizations to identify new opportunities and to develop innovative solutions to complex problems. Dissenters may be motivated by a desire to challenge the status quo, explore new possibilities, or bring attention to overlooked or ignored issues.

To cultivate a culture of dissent, organizations need to be willing to listen to and value diverse perspectives. This means encouraging employees to speak up, providing opportunities for feedback and dialogue, and creating an environment where dissent is not punished but instead encouraged. Organizations that value dissent may be more resilient, adaptable, and creative, as they can respond to changing circumstances and identify new opportunities for growth and development.

However, while dissent can be a valuable asset to organizations, it can also be disruptive if not managed effectively. In order to harness the power of dissent, organizations need to create a culture that values constructive criticism, encourages respectful dialogue, and promotes transparency and accountability. Organizations that can strike a balance between conformity and dissent may be better able to navigate the challenges of today’s rapidly changing and competitive environment.

Dissenters play a crucial role in promoting innovation, driving progress, and preventing groupthink in the professional world. By valuing diverse perspectives and encouraging employees to challenge prevailing assumptions, organizations can create a culture of dissent that is more resilient, adaptable, and creative. In today’s rapidly changing and competitive environment, the ability to think critically and creatively is more important than ever. Organizations that cultivate a culture of dissent may be better positioned to succeed in the long term.

And here’s what Senior Leadership Can Do to foster a Culture of Dissent: 

As we have seen, dissent can play a crucial role in promoting innovation, driving progress, and preventing groupthink in professional and corporate environments. However, cultivating a culture of dissent is not always easy and may require a concerted effort from senior leadership.

Here are some strategies that senior leadership can use to help build a culture of dissent:

  • Encourage Open Communication: Senior leadership should encourage open communication and allow employees to express their opinions and ideas. This means creating channels for feedback and dialogue and ensuring that all employees feel valued and respected.
  • Foster a Safe and Supportive Environment: Senior leadership needs to create a safe and supportive environment where employees feel comfortable expressing dissenting views. This means taking a zero-tolerance approach to harassment and bullying and creating a culture where employees are encouraged to challenge prevailing assumptions without fear of retribution.
  • Model the Behavior: Senior leadership should model the behavior they wish to see in their employees. This means being open to constructive criticism, demonstrating a willingness to listen to diverse perspectives, and valuing dissenting opinions.
  • Promote Diversity: To promote dissent, organizations need to value diversity in all its forms. This means promoting diversity in hiring and promotion practices and creating a culture that values different perspectives, experiences, and backgrounds.
  • Recognize and Reward Dissent: Finally, senior leadership should recognize and reward dissenting voices. This means acknowledging the contributions of dissenters, providing opportunities for career growth and development, and creating a culture where dissent is seen as an asset rather than a liability.

And thus, senior leadership can help to create a culture of dissent that promotes innovation, drives progress, and prevents groupthink. While cultivating dissent may require effort and commitment, the benefits of doing so are clear: organizations that are able to strike a balance between conformity and dissent may be better positioned to succeed in today’s rapidly changing and competitive environment.

#Dissenters #Innovation #CorporateCulture #Leadership #CriticalThinking #Creativity #Groupthink #Democracy #Resilience #Change #WorkplaceCulture #CorporateLife #ProfessionalDevelopment #CareerGrowth #FutureOfWork #BusinessLeadership #Teamwork #Success #EmployeeEngagement #WorkplaceDiversity

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differentiate job Leadership Lesson

7 phrases that you must immediately replace in your sales conversations

by Rajesh Soundararajan https://in.linkedin.com/in/rajeshsound

Sales conversations

When it comes to selling, the words we choose can significantly affect the outcome. While some words or phrases may seem harmless, they can be interpreted negatively by potential customers and ultimately hurt the sale. Here are seven phrases that should immediately be replaced in your sales conversations:

  • Replace Policy with the Process
  • Replace Cheap with Great Value
  • Replace Pitch with Presentation
  • Replace the Contract with the Agreement
  • Replace Fee with Investment
  • Replace ‘Let me tell you with ‘Let me share with you.”
  • Replace ‘our product is incredible’ with our ‘other customers realised these benefits.’

Here I explain why?

  1. Replace policy with process: Instead of referring to a “policy” in your sales conversations, you should use the word “process” instead. While “policy” can make people feel like they’re being constrained, “process” suggests that there’s an orderly and organised way to get to the desired outcome.
  2. Replace cheap with great value: You should never refer to your product or service as “cheap” in a sales conversation. Instead, focus on the value it brings to the customer. Describe it as “a great value” or “an excellent investment”.
  3. Replace pitch with presentation: It’s important to avoid using the word “pitch” in a sales conversation. A “pitch” suggests that you’re trying to pressure the customer into buying, but a “presentation”, on the other hand, implies that the customer will be given a chance to ask questions and provide feedback.
  4. Replace Contract with Agreement – Contract has a negative connotation and can create a sense of rigidity that could turn potential customers away. On the other hand, Agreement has a more positive connotation and suggests that both parties are willing to work together to create a mutually beneficial situation.
  5. Replace Fee with Investment – Fee has a negative connotation and suggests that the customer is just paying for something without any return. On the other hand, Investment indicates that the customer is investing in something that will yield a return in the future.
  6. Replace “Let me tell you” with “Let me share with you” – The phrase “Let me tell you” can come across as overly authoritative and can make potential customers feel like they are being lectured. Replacing it with “Let me share with you” shows that you are cooperative and willing to work together to find the best solution.
  7. Replace “our product is awesome” with “other customers realised these benefits” – Touting your own product as excellent can quickly be perceived as boastful and can come off as self-serving. Instead, focus on how other customers have benefited from your product and how it has improved their lives.

The above article outlined seven phrases that should be avoided in sales conversations to ensure a successful outcome.

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productive travel

6 tips for using travel time to become more productive

If you are in an executive or travelling role, you will be guaranteed to spend 1/3rd of your life on planes and taxis. This is what I learnt –

  1. Make a to-do list: Before you leave for your trip, list tasks you can complete during your travel time. This will help you stay organized and focused on the tasks that need to be done.
  2. Utilize audiobooks: Audiobooks are a great way to use travel time. You can listen to books that will help you learn something new or entertain you while travelling.
  3. Take advantage of online tools: Many online tools and apps can help you stay productive while travelling. Use these tools to stay organized and get work done while you’re on the go.
  4. Take notes: Use your travel time to take notes on ideas, projects, and tasks you need to complete. This will help you stay organized and productive when you return to your desk.
  5. Connect with colleagues: Use your travel time to connect with colleagues and discuss projects or ideas. This will help you stay productive and connected with your team.
  6. Get some rest: Don’t forget to take some time to rest and relax during your travels. This will help you stay energized and productive when you get back to work.
6 tips for using travel time to become more productive
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AI

Are humans on the brink of extinction because of AI, ML and Robotics?

by Rajesh Soundararajan https://in.linkedin.com/in/rajeshsound 

The rise of artificial intelligence (AI), machine learning (ML), and robotics is leading to a fundamental shift in the way we live and work. As machines become increasingly capable of performing a wide range of tasks, many people are wondering whether we are on the brink of making ourselves redundant and obsolete.

One of the most notable examples of this trend is the rise of driverless cars. These vehicles are capable of navigating roads and highways without human intervention, using a combination of sensors, cameras, and advanced algorithms to make decisions and avoid obstacles. While this technology has the potential to greatly improve road safety and reduce traffic congestion, it also threatens to put millions of taxi, bus, and truck drivers out of work.

Another area where machines are starting to take over is in the field of healthcare. Robotic surgery, for example, is becoming increasingly common, with surgical robots being used to perform a wide range of procedures with greater precision and accuracy than is possible with human hands. Similarly, AI-powered diagnostic systems are being developed that can analyze medical images and other data to identify diseases and conditions more accurately and quickly than human doctors.

Even creative professions are not immune to the rise of AI and robotics. For example, there are now AI-powered systems that can write complex technical content, paint pictures, and compose music. While these systems may not yet be able to replicate the creativity and originality of human artists, they are certainly capable of performing many routine tasks and may eventually surpass human abilities in these areas.

As machines continue to take over more and more tasks, many people are asking what will be left for humans to do. Some argue that we will need to find new, more creative and meaningful ways to use our unique human abilities, such as problem-solving, empathy, and innovation. Others fear that we may become increasingly dependent on machines and lose the ability to think for ourselves.

There is also the question of whether we are being programmed by the machines we create. As AI systems become more advanced and are able to perform more and more tasks, they may shape our behavior and decision-making in ways that we do not fully understand. For example, AI-powered recommendation systems, such as those used by online retailers and streaming services, may influence our choices and preferences without us realizing it.

Finally, some people are concerned that the rise of AI and robotics could spell the end of human civilization as we know it. If machines become more intelligent and capable than humans, they may be able to outcompete us for resources and ultimately take over the world. While this may sound like science fiction, it is a possibility that we must take seriously and prepare for.

Overall, the rise of AI, ML, and robotics is leading to some fundamental shifts in the way we live and work. As machines take over more and more tasks, we need to think carefully about what this means for the future of humanity and how we can adapt and thrive in this rapidly changing world.

But then, we have very very interesting times ahead. We have absolutely no clue on how and what the future holds for children. While one can hope that  it’s not too much of a challenge, we must remember that humans have lived for 7 million years on this planet.  A mere 7 years ofAI, ML, Robotics rage or our own lifetime of 70 years will not even be a blip in the timeline.So as they say, I guess the fun is in enjoying the ride as it happens. 

#AI #ML #Robotics #HumansOnTheBrinkOfExtinction #DriverlessCars #RoboticSurgery #AIInHealthcare #CreativeProfessions #HumanAbilities #ProgrammedByMachines #FutureOfHumanity #AdaptAndThrive #7MillionYears #FunInTheRide

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change CV differentiate enthusiasm future General goals great HR laugh

5 reasons why good Generalists are like potatoes

5 reasons why good Generalists are like potatoes

Published on 2022-11-16 13:41

I was never a fan of potatoes growing up. I thought they were boring, mushy, and bland. But in the last 20 years and having moved to cities, I realize they are the perfect food! They are the ultimate all-rounder: mashed, fried, baked or boiled. Top it off; they go with everything, including cheese, egg, or meat – not to mention veggies too! As a bonus point: they are inexpensive and available across the globe!

I never liked potatoes as a kid because they looked too bland and mushy. But in the last 20 years, I have realized that they are the perfect food.

Potatoes do not discriminate against any other ingredient or cuisine. They can be enjoyed in any shape and size chips to fries to wedges, without discrimination! Also, Potatoes are versatile and are a must-have in different cuisines.

Much like the Generalists who can work in any organization and culture. They have the unique ability to adapt themselves according to the needs of a team or an organization without discriminating against anyone. Like potatoes, they imbibe the values or culture of their workplace.

Generalists are like potatoes. Like potatoes, they do not have a distinctive snob factor. They usually do not cost much to hire while delivering immense value to organizations when hired well!

Like potatoes that are easy to prepare, Generalists can quickly be onboarded across industries because they possess skills applicable across domains.

Generalists are the ultimate all-rounder, like potatoes.

Potatoes are versatile and adaptable and can be cooked in various ways. You can have your mashed spuds straight up or make them into chips, wedges or even potato gratin. These versatile tubers can be used as the main course or as the side dish—they are equally good either way!

A good Generalist is similar —they are the ultimate all-rounder who can take on any role you give them, no matter how big or small. A true Generalist will always be your second-in-command (after all, they are exceptionally good at taking orders). They are also more than capable of stepping up to lead projects if they need to do so—and sometimes even when they do not need to do so because they want some more responsibility!

Generalists are wildly versatile – mashed, fried, baked or boiled. Oops.

Have you ever noticed that potatoes are versatile? They can be mashed, fried, baked or boiled. You can use them as a side dish or main course. You can even make potato salad out of them (and who does not love potato salad?).

Just like good Generalists! Good Generalists are versatile, and they can be used in many ways. They can be used as a team lead, a project manager in the main course, or as that go-to resourceful guy.

Top it off; they go with everything, including cheese, egg, meat, or veggies. A good Generalist can be put in any department – project, product, sales, operations, or finance. They can be worked with in many ways, go with many departments and are not too pricey and accessible.

They can be your side dish or even your main course.

Like potatoes, a good generalist can be your “side dish, or even your main course” (sic). The potato and the generalist are both versatile. They can work on projects requiring technical skills but not too much specialization—tasks called “the 80%” if you are looking for someone to take care of the back-end development of your website or app, great! Oh wait, did you say your Operations team have quit en masse? Look for a few generalists. That is yet another area where they will shine, not outside their boss. And after all this, they will probably still have time left to help with other things like graphic design or marketing (if you need it).

The bottom line is that if you need something done quickly and well—and do not mind having them around after they are done—good generalists will always be there for you.

They are also not expensive and accessible across the globe.

Yes, they are not expensive, like some Yartsa Gunbu, Spanish peas, Wasabi roots or pink lettuce. Potatoes are accessible across the globe and inexpensive. There may be some La Bonnotte Potatoes, but they are more exceptions than the rule. They can be grown in most countries, which means they are available all year round, unlike other foods with strict growing seasons. Potatoes contain a valuable source of carbohydrates, vitamin C, potassium, and fibre, making them ideal for people on a budget or with dietary restrictions. Even more importantly—they can be stored for months!

The generalist is produced in most countries, universally available, and significantly less constant skilling and grooming. Generalists are a valuable resource for contextualization, standardization, and cross-functional and cross-industry innovation. Even more importantly, they have a long shelf life, unlike some of the tech industry, where the skills courses/certifications they attempt to gain are already ancient by the time they finish a course!

Generalists are a valuable resource for contextualization, standardization, and cross-functional and cross-industry innovation.

A Generalist is like a potato – good in everything but rarely gets credit for all the goodness.

Yes, many things, well, from being a Patient Care Assistant or a Police Officer or a President, but they rarely get credit for all the goodness that comes from being a Jack of all trades. A Generalist can be hired for any project or team because they are usually capable in many areas. It is high time we see their versatility and pay attention as they should. From fries to wedges to chips – they are everywhere.

I hope you enjoyed reading this post and found it helpful in shaping and shifting your career. If you are a Generalist like me, do not worry. We have lots of time to prove that we are good and the best at what we do!

No alt text provided for this image
A man in a pin-striped business suit looks happy, looking at a bowl of potato fries.
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Leadership Lesson

What if you were your team’s biggest problem?

A fascinating coffee shop conversation:

An expressive canvas painting of a conversation between two male colleagues at a coffee shop

What if you were your team’s biggest problem? How will you even know? Let alone fix it.

My friend and I were talking about what it means to lead a team. He runs a hands-on small business, and I do CxO on Tap consulting, usually working with CEOs and Founders on boring stuff like “business transformations”.

My friend talked about his challenges with his team and how he could improve the performance of his employees and his business. His team was talented and hard-working, but they weren’t meeting their company’s goals or delivering the high-quality work he expected.

We talked about all sorts of things he could do differently. He could change their workflow and different tasks, give them new tools, fire some, hire more people with expertise in specific areas, delegate more responsibilities to them and so on…

Then at one point, I heard myself blurting loudly – “Hey, What if YOU are your team’s biggest problem right now? Then how would you fix yourself?”

My friend was shocked at my brutality. I was stunned myself that I said that.

He immediately replied, “nothing”. Then there was radio silence on both sides for 2-3 minutes. Both of us said nothing—dead silence.

Then he got up and shook hands, left the meeting as suddenly as possible. He said, “Thank you so much… that last question …wow! … it was a killer. I don’t know why I didn’t ask myself all along…. I will call you back as soon as I crack this… thanks a bunch”, and he just left.

What would you do? Did it ever happen to you? What if you were your team’s biggest problem? How will you even know?

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Leadership Lesson

Role, Respect, and Resources – the three Rs to building a successful team.

RRR

Introduction

A successful team is not just about brilliant people and good ideas. There’s no point in hoping to be successful with a bunch of individuals who don’t have clarity on what they should do, don’t have the independence to do what they should be doing, or don’t have the resources to do the things they should be doing.

Many teams can function better if these three key factors are fixed – role clarity, respect for their independence, individuality, innovation, and resources to succeed.

Role clarity

Role clarity is the first step in building a successful team. Role clarity is about knowing what to do and what is expected.

Clarifying roles involves defining responsibilities, accountability, and authority. It’s important to remember that role clarity has three main aspects: who does what, who owns what, and how decisions are made.

Each member of the team not only needs to understand not only their role but also how it fits with the other people on the team or project.

Ask yourself:

  • What is the role of each person on your team? Who’s going to do what, and why?
  • Have you ensured that everyone has clear expectations about what they need to accomplish and how they’ll do it?
  • Are there any gaps or overlaps between roles that need to be addressed?

Respect for their independence, individuality, and innovation

Each individual on the team is different, with their strengths, weaknesses, and personal interests. They would do things differently to reach almost similar outcomes. To build a team that works together, you need to respect the differences in your team members and give them independence. 

Respect also means being flexible and adaptable, seeing things from another person’s perspective. A successful leader will empower their team member to do their job by listening to their ideas and suggestions, letting them be themselves, and supporting them when they fail and succeed—wilful stepping back under watchful expertise. 

Ask yourself:

  • How do you respect your team as professionals and individuals and give them the independence to do what they need to do?
  • How are you respecting them for their intelligence and their abilities to complete the task without your micromanaging?

Resources – both tools and skilling being made available to succeed.

Resources are the tools that they need to do their job. These resources include:

  1. The technology—computers, phones, software, etc.— and tools help them do their work more efficiently or effectively.
  2. Training programs teach new skills to be more productive at work (and stay relevant in this fast-moving industry).
  3. Coaching from managers who provide feedback on how to improve performance and achieve goals faster.

Ask yourself:

  • What resources would they need to build efficiency and effect in what they do?
  • What can you provide each team member to provide with the skills and resources required to do their job and do it well?

The three Rs to building a successful team role clarity, respect their independence and resources to succeed

In conclusion, we can see that the three Rs to building a successful team are role, respect and resources. This is not just a catchy phrase but a solid framework for how you should think about your team members as individuals.

By understanding their strengths and weaknesses (role), respecting their independence and creativity (respect), and giving them the tools to succeed (resources), you can create an environment where everyone feels like an equal member of the group.

#team #teambuilding #teamwork #teamleader #teamplayer #teamplayer #teamplayer #role #respect #resources #respect #role #teambuilding #respect #teamplayer #teamleader

team building, team success, team meeting, cooperation, conflict resolution, building a successful team, leadership skills

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Leadership Lesson

Want to become better at your job? Follow these 3 things. [A beginner’s guide]

I addressed a group of young people in their early twenties and in their first jobs, on building their careers.

During the conversations, when asked about how they were contributing to the company’s success, most said they were not aware of the management team’s plans, and that I should ask their super bosses.

The same week, I met a few more mid-level managers who had decent experience and were reasonably good in their functions and jobs. I curiously asked them again how they were contributing to the company’s success. Again, the answer was almost similar to what the rookies in the first jobs said.

In both cases, this is what I shared with them, and I thought it would be worthwhile to share in this post –

All businesses need three things.

  1. Revenue maximization
  2. Profit maximization
  3. Operational excellence

Everything and anything that you do as a business or in your job will fall under one of these things. All functions – sales, marketing, finance, technology, operations, customer support, or human resources – focus on one more of the above three. That is the purpose of their existence.

So, if you are the CEO, a rookie, or a mid-level manager, when you wake up every morning, you can ask yourself these questions (or similar) and work towards them during the day.

The questions you may ask each morning?

  1. What are my revenue sources?
  2. How can I increase my sales?
  3. How can I add more customers/ partners ?
  4. How can I go into new markets?
  5. How can I increase my profits?
  6. How can I reduce the costs of my operations?
  7. How can I do more with less?
  8. How can I build efficiency when to all the things that I do?
  9. How can I build effectiveness into all the things that I do? Can I do something better or find a new way to begin things that can help me become faster, cheaper, or better.

Revenue maximization

  • How can I get closer to my customer/ partner?
  • How can I address my partners/ customer’s unsolved problem?
  • How can I get more share out of the customer’s wallet?
  • How can I increase the sales?
  • How can I get into new markets?
  • How can I get new customers’ questions?

Profit maximization

  • What can I do to cut costs?
  • What can I do to increase profits?
  • What can I do to play better with the pricing?
  • How much should I increase the product’s price to bring in 25% more in absolute profits?
  • How much will a decrease of 5% in the selling price affect my profits in absolute terms?

Operational excellence

  • How can I build efficiency and effectiveness in the system?
  • How can I hire better people?
  • How can I write a more efficient code?
  • What technology or framework should I deploy to give better response time to my users?
  • How can I motivate people so that they deliver their best every day?
  • What can I do play build a culture of continuous improvement in the organization?
  • What can I do to improvise on a current way of doing things so that I can increase more sales or get into new markets?
Categories
customer General productive revenue

You should fire your Product Manager if…

Are your customers jettisoning you by the hordes? Or are they leaving you in a trickle? Is your product revenue becoming a sinking ship or a leaky bucket?

Customers will soon turn too busy for your product only when your product manager becomes too busy for the customer.”

A product manager is responsible not just for building a product that works, but more importantly, one that sells and sticks.

1. Building the nuts and bolts of a product that works is probably the easier part (oops! engineers, no offence). That is engineering.

2. To make sure a product indeed meets the needs and aspirations of customers is challenging.

3. Creating an ecosystem of product+experience (support and service) is where the magic is created. That is where the rubber hits the road.

And this activity cannot be 100% outsourced to Marketing, Sales, Support or Service functions.

When customers decide to swear by your product, it is crucial to understand the why

When those customers decided that your product is not worth their wallet, it is vital to understand the why.

When those key prospects are still undecided, to test your product, it is still essential to understand their why too.

Listening to customers and users is a vital part of product management. Much to the chagrin of many organisations, l product managers tend to be internally focused on product engineering only. Product engineering is a ‘part role’ of a product manager.  What is core is to listen, to meet and to interact with the product’s long time users, customers and, (more importantly), the ones that dumped the product after the first few uses.

This is what good product managers do. Understanding the customer, listening to them, and bringing in the right features functionalities in the product they are building is the key. And these cannot be done by being internally focused.

Meeting customers is a part of the day job of a product manager. It is just as important or more than looking at the spreadsheets for sales and profitability or those slides for marketing or the PRD for engineering. I would add first-hand interaction and information collection with the customer gives life and purpose to the product.

And product manager who becomes too busy for a customer will soon see customers who become too busy for the product. #LawOfKarma or #CommonSense

Thoughts? What is your experience?

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Leadership Lesson

A new baby – Prodcast Channel on Anchor

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