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Posted in Professional

Full stop. A New Beginning!

Full stop

The dictionary meaning of a full stop says it is “used to suggest that there is nothing more to say on a topic”. In my opinion, it’s the other way round, the real topic starts from the full stop. It is a completion of one phase & the beginning of the subsequent.

Sometimes we need a full stop in our life and it is essential, if we want to move forward. There are many people around us who are good at one phase but they fail in subsequent phases. For example, some people are good at planning, but they fail in executing the same plan. There could be various reasons behind & one of it is the lack of a full stop. Because, they don’t feel satisfied with the current plan what they have, they chase to make it more and more effective. Every day, new ideas pop up in their mind and they modify the plan accordingly. It becomes an ongoing process & they are badly stuck in the vicious cycle. Such situations warrant a full stop. So that one can come up with the final plan & execute it properly.

 Individuals deal with below three situations, where a full stop is essential.

  1. Who overthinks everything: Some people think a lot about everything. Sometimes, they think about the end result, about the society, about the people what will they say, about their own capabilities etc. Due to overthinking most of the times they make a disaster of many a small thing. They don’t come to a conclusion, so things don’t move ahead in their life. Sometimes, they sabotage good things that are happening in life with overthinking.
  1. Overthinking creates problems

    that were never there.

Instead of overthinking, focus on the work and start taking appropriate actions.

2. Who have a feeling of incompleteness: There are some people who always have a feeling of incompleteness. They never feel satisfied with themselves. Because either they don’t believe in themselves or in their own capabilities or expertise. They always think about what they don’t have or what they lack. They wait for the right time to come in their life.

Trying to be perfect creates stress and

may be even make you disappointed with yourself.

Right time, right moment never comes. You have to make it right. Remember, no one is perfect in this world. Instead of becoming a perfectionist think about a workable solution.

3. Who does nothing: There are some people who do nothing in their life or get stuck in comfort zone. We all love to stay in comfort zone because it makes our life safe & easy, it becomes our routine. There are no tensions in life.

Comfort zone is a beautiful place to be.

But nothing grows there.

Staying longer in comfort zone is not a good sign. It is a place where we cannot grow. The world is changing fast and thus everything. Even expectations from life, career is also changing. If you stay longer in comfort zone, time will put a full stop to your life.

Somewhere in your life if you feel that things aren’t moving ahead, put a full stop. Full stop is the beginning of a new chapter. It’s all about your perception. Change your perception about the full stop and change your life forever!!

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Posted in Professional

4R’s of Problem solving

4R's

 

Every leader constantly faces problems or challenges in organization. Some problems are known to him, some are unknown. Solving problems on his own is not a big deal but due to lack of delegation his most of time & energy is wasted. The biggest challenge for any leader is how to get the problem solved through others.

There are 4 types of leaders who get the problems solved through others. Which one are you?

1. React – These types of leaders get panic & immediately start telling solutions. They neither completely listen the problem nor understand it. They are always in hurry to provide solutions. They blame the person who created the problem. Sometimes that person also has the solution to the problem but he is afraid to take decision on his own.

In such cases, it takes the lot of time to get expected outcome. These types of leaders never try to understand the real cause behind the problem. So, similar problems occur repeatedly. Most of the times, these leaders get stuck into the vicious circle of problem solving.

2. Respond – These types of leaders listen the problems carefully. They also provide solutions but they as well show different ways to solve the problem. They guide the person to explore why the problem got created, what is the root cause & how to avoid mistakes in future so that the similar problem cannot happen again.

3. Relate the problems with past – These types of leaders listen the problem completely. They give past references & provoke the person to think. They empower the person to take decision & find out solutions. Sometimes they provide hint if needed.

4. Result orientedThese types of leaders never provide any kind of solutions. They ask questions to the person who brought the problem. They use different styles to ask questions & force the person to think, apply his mind, knowledge & past experience. Asking right questions is an important quality of a leader. Instead of focusing on who created the problem, why the problem got created; they focus on the solution. They ask questions like how to solve the problem, what are different ways to solve the problem. In this way they effectively lead the person to solve the problem.

“You can’t solve a problem unless

You ask the right question”

It is neither practically possible for a leader to solve each and every problem nor he should. He should let the people come up with solutions or delegate yet make sure that it is resolved.

Posted in Professional

What’s your KRA?

Performance-appraisal-process-1024x771

Now a days, appraisals are going on in each & every company. If you ask any employee about his/her appraisal, most of them are not happy. Employees think they work whole heartedly throughout the year but why their bosses don’t give them good ratings. Employees always have confusion about what is the basis on which the bosses conduct the appraisal, which factors are considered at the time of appraisal. They wonder that what would have done better so they could get better ratings.

On the other hand, I have seen that many owners or top management complain their employees are not taking ownership of their work though they know their job description, roles & responsibilities. There is a huge gap between expectations of employees from the management and the expectations of management from employees.

The interesting fact is; we all know what our job description is but most of the times we don’t know what results are expected from our work. It mostly happens in those departments who don’t have annual targets.

Let me share one of my experiences, one day I was at a client’s office & was analyzing their financial documents & reports. I curiously asked the accountant that, what his KRA was. He told me his KRA one by one like: Ensuring timely & accurate entry of Accounts payable invoices, Generate reports, Pay all taxes timely, Banking transactions etc. He added, he works as per his KRA/Job description.

The reason to ask him was when I analyzed all their financial reports; I observed huge amount was spent on late payment of taxes, cheque bounce charges etc. Though he worked as per his KRA, the results of his work were horrifying.

When we say KRA, we generally talk about our day-to-day actions/tasks but actually KRA is ‘Key Result Areas’. It means, in the end what result is expected from our day-to-day actions.

What should be KRA & how should be those measured?

Let’s take an example of an accountant. The KRA of the accountant can be:

  • There should not be interest paid on late payment of taxes. By default it defines that accountant ensures all taxes are paid on time; arrange funds for quarterly, half yearly or annually payments as per requirements. In case of lack of funds, he should tell to his superior well in advance.
  • Recovery rate should be min x% (eg 85%). It automatically covers all tasks related to recovery like he must raise invoices on time, take follow up for recovery. After a lot of follow-up with clients, he is not able to recover the payment it’s his responsibility to escalate the issue to his superior well in time. Also, he must ensure that whether his superior has taken any actions on that issue or not.
  • Maintain free cash flow. Only generating monthly reports is not important but he must able to show a clear picture to the top management regarding the status of availability of funds, how much fund is required in coming days, where company is spending more than required, what were the unexpected expenses etc.

At the time of appraisal, it makes easy to appraise that person on his KRAs like what results he produced throughout the year, was there any issues, did he communicate to the superior well in advance etc.

In this way, we can create KRAs for other departments too. These are directly linked to the output of the work. The benefit of this, employees will not only get clarity of their work but also they will understand on which factors their appraisal depend on. This will create transparency in the organization. And, if employee knows what is expected from his work, he can take ownership of his task.

Most of the time, it happens that boss takes an appraisal of the employee on his recent actions, behavior & capabilities. Sometime, he may forget about the good work done by that employee in the past. So in such cases, result oriented KRAs help bosses to view the overall performance of the employee in throughout year.

Apart from KRA, appraisals also include the behavior, soft skills & capabilities of the employees. But if you implement results oriented KRAs, I am sure that your more than half of the work gets over because quantitative data speaks a lot than qualitative data.

Friends, just change the perspective from Routine Tasks to Result Areas, you can see the huge difference.