Leaderboard

Having been a trainer in leadership for the last 20 years, a visiting faculty in leadership related behavior at organizations like the IIM and ISB, having consulted and coached in over 20 countries in Asia and Africa, also heading my own organization and having a business degree from IIM Calcutta I do believe I have a grip on what leaders need to have in the new era which is coming up birthed through covid, but already popular through terms like the VUCA era. It becomes imperative that organizations need both left brain and right brain leaders who can manage in these troubled times and lead organizations through the shoals of uncertainty and volatility. let’s get down to the list and see why these may be the key skills all leaders need to build What will your second career in the Gig economy world look like Motivate Others And Building High Performing Teams Analytics Skills Emotional Intelligence Digital Intelligence And Technology Skills Innovation And Design Thinking

HR and the Innovation Process Five ways in which HR can influence innovation One of key values which enable a company or product to stay ahead in the market is innovation. Innovation is vital for not only differentiating products and services in the market, but it also a catalyst for true culture of value creation in any organization. How could HR pitch in to drive Innovation? Some ways in which HR processes could drive innovation is described below. Rewards & Recognition The aspect needs to take Innovation as a key indicator of performance. Promoting innovation could be ingrained into the goals and thereafter in the annual rewards mechanism. Innovative ideas need to be promptly recognized as it occurs by formal appreciations to the employee. PMS Innovation could be a key competency requirement for PMS. This aspect needs to be embedded in the short- and long-term goals of the staff. Innovation specific projects need to be part of goal setting planned by line and functional managers. An act of innovation could be recorded and spelt out in performance ratings and incorporated into the formats. Recruitment Innovation is a competency very difficult to assess in shorter framework of interviews. A BEI could give some insights about the innovative mindset. However, these qualities can be assessed effectively with in basket exercises and roleplays during assessment centers. An innovative mindset could be a vital requirement for certain type of job roles and start up organizations. These could be earmarked a key competency to look for during recruitment processes in certain high potential roles. L&D Innovation is a vital change agent for businesses willing to create a mark in the market. It very important hence to keep this as a competency to work for in the IDP plans across functions and verticals. This need is to be hence developed and promoted through a training methodology which can bring innovation as a measurable output. Culture and Engagement Tracking innovation within large organizations become cumbersome until and unless, it is in the DNA of the organization. Innovation is a value proposition and should hence be part of the vision and mission statements. An innovative culture drives the process across various levels making it easier to develop and obtain innovation to grassroot levels. To summarize, Innovation is not a standalone value that could be done at a functional or team level. This needs to be ingrained in the organizational processes and products.HR has a key role to play in promoting Innovation by getting the right talent, nurturing it, and also rewarding the deserving employees who have the innovative mindset. Lt Col R Sudhir (Retd) Life , Executive and Career Coach

There was a great thinker , social reformer and playwright in Brazil , named Augusto Boal . He developed a special kind of Theater pattern called Theater of the Oppressed . The fundamental intent of this theater pattern was to empower the under privileged people of Brazil . One component of Theater of the Oppressed was termed as Forum Theater . In Forum Theater , a theme on any socioeconomic problem was conceived and enacted by the trained theater actors before a group of underprivileged marginalized spectators. Then at a time when the climax has reached in the drama , the spectators were asked to enter into the theater arena and function as role players . To be precise the spectators were asked to create solutions in the problem context and express those solutions in the form of acting. Thus the the passive status of the underprivileged spectators is converted/transformed into creative & proactive role-players . So Forum Theater dealt with empowerment of the underprivileged people . It facilitated the common people to unleash their pent up potential . I believe that FORUM THEATER is very much relevant in Facilitation of team of learners . It is an excellent tool for facilitating the engagement of learners and enabling them in the process of unearthing their creative potential . During my sessions as a Process Facilitator , I have judiciously administered Forum Theater as a tool for ensuring spontaneous participation and Experimental Learning of the trainees . I have asked one group of learners to consider themselves as colleagues in an Organization and to create a theme on a problem in their organizational arena . When they portrayed the problem through Role Play , I asked another group of learners to play the role of OD Intervention Practitioners . They were asked to analyze the problem of the first group , create solution oriented interventions and then enact those interventions through role play . Thus a stage comes when the two groups of learners interact among themselves and collaborate together to design interventions aiming at alleviating the problems created by the first group of learners . I encourage the practicing facilitators to make use of Forum Theater as a result oriented learning tool. It fosters psycho-social competencies like creative Thinking , Critical Thinking , Decision Making , Problem Solving , Effective Communication , Relationship Building , Empathy , Emotional Resilience i convey my profound reverence to Augusto Boal

In the fast paced environment of hiring nos. / filling candidates as per Project requirements, there are instances where the candidate turns out to be best performers / failures on the floor post recruiting. If the Recruitment team has to go beyond the resume, first of all the team should be adequately trained and provided with the required resources in terms of Time, Manpower and support. About RESUMES How a Resume looks in general • A brief resume which talks about personal details and not in detail about professional achievements • A resume, where the resume talks about both personal and professional details in brief • A resume where the details run in pages giving a detailed description of all personal and professional achievements How to Go “BEYOND THE RESUME” • As a Recruiter / Interviewer, he/she has to go through the resume, prepare notes on the questions to be asked or the detailing to be done. • Once done, the candidate shall be called and a detailed discussion shall happen covering all aspects right from schooling to the recent job and the achievements. • Recruiter / Interviewer should spend at least 30-60 minutes with each candidate to understand the Strengths / Areas of Improvements / Career highlights / expectations and record the same • The details should be shared with other Interviewers so that they can add their comments / suggestions • Prepare a detailed notes / synopsis of each candidate culminating as a CANDIDATE PROFILE, so that the candidate is known thoroughly By religiously following the procedure, the details can be captured and the candidate can be placed in the right position by providing right environment All teams in the Organization should plan well in advance about the requirements, so that Recruitment team is provided adequate time to hire the right candidate. Above all, the Recruitment Team should be trained enough in mastering the art of going “BEYOND THE RESUME”