Comments for Me, Myself, My world http://mrityunjaykumar.wordpress.com My experiments with my life and my world Thu, 19 Jun 2008 03:17:55 +0000 http://wordpress.com/ hourly 1 Comment on Social Networking Lessons – A class and a movie by Judith http://mrityunjaykumar.wordpress.com/2008/02/19/social-networking-lessons-a-class-and-a-movie/#comment-42 Judith Thu, 19 Jun 2008 03:17:55 +0000 http://mrityunjaykumar.wordpress.com/?p=16#comment-42 Somehow i missed the point. Probably lost in translation :) Anyway ... nice blog to visit. cheers, Judith. Somehow i missed the point. Probably lost in translation :) Anyway … nice blog to visit.

cheers, Judith.

]]> Comment on Social Networking Lessons – A class and a movie by Leveraging social networks for career growth « Perspectives on Career Management http://mrityunjaykumar.wordpress.com/2008/02/19/social-networking-lessons-a-class-and-a-movie/#comment-40 Leveraging social networks for career growth « Perspectives on Career Management Tue, 26 Feb 2008 22:52:33 +0000 http://mrityunjaykumar.wordpress.com/?p=16#comment-40 [...] in tracking problems and solutions to social networking and its impacts. I wrote about some of the social networking lessons sometime back. However, a recent incident sparked the thought again that social networks are a [...] [...] in tracking problems and solutions to social networking and its impacts. I wrote about some of the social networking lessons sometime back. However, a recent incident sparked the thought again that social networks are a [...]

]]> Comment on Are all communication problems same? by Cross-Site communication - great strength for managers? « Perspectives on Career Management http://mrityunjaykumar.wordpress.com/2008/01/20/are-all-communication-problems-same/#comment-39 Cross-Site communication - great strength for managers? « Perspectives on Career Management Tue, 12 Feb 2008 16:53:19 +0000 http://mrityunjaykumar.wordpress.com/2008/01/20/are-all-communication-problems-same/#comment-39 [...] Kumar Here is an article that I had published a while back on the topic of communications (here is a slightly edited version of the same). I got reminded of this recently while talking to a manager who felt frustrated that he [...] [...] Kumar Here is an article that I had published a while back on the topic of communications (here is a slightly edited version of the same). I got reminded of this recently while talking to a manager who felt frustrated that he [...]

]]> Comment on Reading and thoughts on world-class teams – III by Performance Measurement - Team or individual? « Perspectives on Career Management http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-iii/#comment-36 Performance Measurement - Team or individual? « Perspectives on Career Management Sun, 20 Jan 2008 17:55:32 +0000 http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-iii/#comment-36 [...] the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), performance is the single most important driver for excellent team output, and that the team  [...] [...] the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), performance is the single most important driver for excellent team output, and that the team  [...]

]]> Comment on Reading and thoughts on world-class teams – III by Rajesh Upadhyay http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-iii/#comment-33 Rajesh Upadhyay Mon, 14 Jan 2008 07:52:43 +0000 http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-iii/#comment-33 <blockquote cite="you can only create conditions for them to prosper by defining clear, measurable, specific performance goals and specifying how they will be measured."> You brought up two very interesting aspects here : 1. Leadership is not proprietary to the Manager of the team , rather it should be encouraged across the Levels, at tinier scales and for aspects which are tangible contributors to the overall team goals. 2. The Manager as a Leader of the team, should act as a mere Orchestrator, focusiing solely and continuously upon nurturing *conditions* which do let the team members unfold and give out their best, while making sure that the overall throughput ,is in the right direction,meeting the business requirements and thus making the *customer delighted*!

You brought up two very interesting aspects here :
1. Leadership is not proprietary to the Manager of the team , rather it should be encouraged across the Levels, at tinier scales and for aspects which are tangible contributors to the overall team goals.
2. The Manager as a Leader of the team, should act as a mere Orchestrator, focusiing solely and continuously upon nurturing *conditions* which do let the team members unfold and give out their best, while making sure that the overall throughput ,is in the right direction,meeting the business requirements and thus making the *customer delighted*!

]]> Comment on Reading and thoughts on world-class teams – II by Performance Measurement - Team or individual? « Career management Industry in India http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-ii/#comment-31 Performance Measurement - Team or individual? « Career management Industry in India Fri, 11 Jan 2008 02:09:03 +0000 http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-ii/#comment-31 [...] is considered the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), performance is the single most important driver for excellent team output, and that [...] [...] is considered the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), performance is the single most important driver for excellent team output, and that [...]

]]> Comment on Reading and thoughts on world-class teams – I by Performance Measurement - Team or individual? « Career management Industry in India http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-i/#comment-30 Performance Measurement - Team or individual? « Career management Industry in India Fri, 11 Jan 2008 02:00:33 +0000 http://mrityunjaykumar.wordpress.com/2007/10/28/reading-and-thoughts-on-world-class-teams-i/#comment-30 [...] Teams (this is considered the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), Performance is the single most important driver for excellent team output, [...] [...] Teams (this is considered the classic book on Teams, you can find my commentary of the book here: Part-I, Part-II, and Part-III), Performance is the single most important driver for excellent team output, [...]

]]> Comment on Where has business ethics gone? by Apurva http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-11 Apurva Mon, 01 Oct 2007 17:33:49 +0000 http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-11 I am sure you are aware - you haven't been still been away for a very long time - the industry in India is still very much "number of years of experience" centric. So if you have _spent_ 10 years in the industry then you are _expected_ to be doing something and if you have _spent_ 15 years then something else is expected from you (and so on). In fact, remaining a pure tech-guy in India is _very tough_ and the market forces tend to lead your way unless you are ultra stubborn (is that me? :-) ) So from that perspective, even if the person gets fired - the clock is still ticking for him (in his favor to some extent). And when he lands up for an interview at a company, the first thing that is looked at is the # years of experience. I have seen this one number setting so many expectations for the candidate. And obviously his resume is never going to mention that he was fired and also the reference check system is still not fully in place (a business idea here !?). So it may not even be the guy's fault that he is interviewed for a senior position in the first place (after all - who wouldn't want to get a fat paycheck accorded only to the senior management folks in India). I am sure you are aware – you haven’t been still been away for a very long time – the industry in India is still very much “number of years of experience” centric. So if you have _spent_ 10 years in the industry then you are _expected_ to be doing something and if you have _spent_ 15 years then something else is expected from you (and so on). In fact, remaining a pure tech-guy in India is _very tough_ and the market forces tend to lead your way unless you are ultra stubborn (is that me? :-) )

So from that perspective, even if the person gets fired – the clock is still ticking for him (in his favor to some extent). And when he lands up for an interview at a company, the first thing that is looked at is the # years of experience. I have seen this one number setting so many expectations for the candidate. And obviously his resume is never going to mention that he was fired and also the reference check system is still not fully in place (a business idea here !?).

So it may not even be the guy’s fault that he is interviewed for a senior position in the first place (after all – who wouldn’t want to get a fat paycheck accorded only to the senior management folks in India).

]]> Comment on Where has business ethics gone? by Mrityunjay Kumar http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-10 Mrityunjay Kumar Thu, 27 Sep 2007 17:24:37 +0000 http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-10 Yes, that is true, it is good they do not join. I am thinking more from the perspective of how they grow to that level, and won't such qualities manifest themselves earlier in the career in other forms (can't handle difficult meetings or tough peers, taking shortcuts to meet deadlines, etc)? Or is it because we tend to ignore such things in early careers if the individual work is good (Jack Welch's category of "good at work, bad in culture" which he recommends firing immediately!) that such people grow and reach senior positions, and continue to display the same behavior. Either way, not good for any organization they are part of. Yes, that is true, it is good they do not join. I am thinking more from the perspective of how they grow to that level, and won’t such qualities manifest themselves earlier in the career in other forms (can’t handle difficult meetings or tough peers, taking shortcuts to meet deadlines, etc)? Or is it because we tend to ignore such things in early careers if the individual work is good (Jack Welch’s category of “good at work, bad in culture” which he recommends firing immediately!) that such people grow and reach senior positions, and continue to display the same behavior. Either way, not good for any organization they are part of.

]]> Comment on Where has business ethics gone? by Apurva http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-9 Apurva Thu, 27 Sep 2007 14:53:04 +0000 http://mrityunjaykumar.wordpress.com/2007/06/10/where-has-business-ethics-gone/#comment-9 I have seen some similar cases as well - though not at senior positions (perhaps I haven't reached a position to see such incidents :-) ). Its definitely a setback for the organization(s) and people directly affected by it. But I think its better for the company longer term if such people don't join. Several possibilities may materialize with such folks - ranging from "what if the person leaves the company immediately after joining" to "do you really want such week personalities in your company for senior positions"... I have seen these after effects :-) I have seen some similar cases as well – though not at senior positions (perhaps I haven’t reached a position to see such incidents :-) ).

Its definitely a setback for the organization(s) and people directly affected by it. But I think its better for the company longer term if such people don’t join. Several possibilities may materialize with such folks – ranging from “what if the person leaves the company immediately after joining” to “do you really want such week personalities in your company for senior positions”… I have seen these after effects :-)

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