Office politics—the phrase usually invokes negative images, such as blaming, backstabbing, favouritism, resentment and jealousy. Like it or loathe it, professional success is not merely dependent on merit; being able to read people and their motives is what keeps one ahead. A large part of success in the corporate journey is defined by progress and getting the credit for it; some people excel at it, while others do not. How can you then navigate the corporate corridors without playing dirty?
More info →
Storytelling has moved from granny’s lap and bedtime treats to the Board Rooms, Meeting Rooms, Sales Pitches, Business Interactions and Training arenas. We increasingly use story-izing to Influence, Engage and Inspire, to ‘Humanize Corporate Speak’. In the competitive world of today, we have the need to move ahead, be heard, accepted, bought-in. How do we make our voice heard amidst the crowd, and elevate our Impact and Influence? How do we become CAPTIVATING COMMUNICATORS, even as we pursue our professions such as Accounting, Law, Engineering, Medicine, Teaching, Consulting or Business? Does it have equal relevance to Child Rearing or Home Making? Welcome to the world of metaphors, anecdotes and storytelling. Use time-tested and proven techniques to get your points across swiftly, surely and seamlessly. Make your points memorable, sticky and convicing using the SCIENCE and ART of Story-izing Your Message. Padmakumar Ananthakrishnan is an International Story Teller with over 30 years of Corporate Experience in Business Development, Strategy and Execution Excellence. Padmakumar has travelled to over 20 countries on business and established country level teams and alliance partnerships as a part of Go-To-Market strategies for various products and services. His comfort with multiple cultures and the opportunity to experience those from close quarters provides him a unique edge in building long and trusted relationships.More info →
According to various surveys, two out of three people in the world are unhappy with their jobs. In the present day, this has more to do with the culture of their workplace rather than the job itself. What if this statistic could be flipped so that two out of any three (or maybe more) actually love their jobs? Is your company great to work for? Are people lining up to join your organisation? Does the hired workforce stay for the long haul? You need to ask yourself these questions before moving forward. One needs to come to terms with the fact that the employee-work contract has changed; as compared to the past, people are now operating more as free agents and this will only increase in the years to come. The balance of power has shifted from the employer to the employee.
More info →
Change is inevitable and usually painful. A spoonful of empathic leadership, a smattering of new tools and a few sachets of foundational values boil together to create organizational transformation. However, not all change efforts are successful. Alchemy of Change shows that value-based institutions, which evolve from the wisdom of the soil, can bring about enduring change.
Introducing the Indian Model of Change, which is based on Indian values of leadership, dialogue, mutual respect, and goal setting, the authors explain how the nuances and distinctions of the Indian mindset and cultural backdrop can help to keep pace with today’s fast-changing world. Through real case studies and references from diverse literature, the book shows that change management cannot be treated as a mechanical exercise because change affects and is affected by human emotions, both at an individual and collective level. It is an insightful read for senior management and HR professionals, for all stakeholders who are entrusted with the task of facilitating or bringing about change in an organization, as well as students of change. For the general reader, the book can be a journey in self-awareness and growth.
In the digital world, The significance of emotional intelligence (EI) will gain further importance as technologies such as artificial intelligence (AI) and automation partly or fully replace human intervention. Humans will be valued by their unique characteristics and skills in the digital world. There is no doubt that EI is one of the differentiating future competencies in industry 4.0. The book helps in understanding Each component of EI along with its meaning, significance and application in our professional and personal lives. It talks about the five main elements of EI, namely self-awareness, self-regulation, self-motivation, empathy and social skills that allow us to escape from the ordinary. The necessary foundation for building EI is based on the three main components of mindfulness, resilience and compassion, which are also discussed in the book. It further provides steps for driving with EI and is filled with EI self-assessment tools and exercises. Emotional intelligence shares the recipe for lifelong health, good relationships, professional and personal success, and happiness.More info →
Leadership, is a topic that’s never convincingly satisfiable after reading just one book. Hence I have tried to collate as much as possible the best in my opinion here. This book can be used in two ways—One as just a good self read to understand Leadership as a whole. Second, as a medium to train others, providing great resources to trainers and educators for developing good leaders all over the world. Please feel free to use the matter from here and enhance it further as per your training needs. This might be just a drop in the ocean effort from my end but as Mother Teresa would put it—’Each drop gathered forms an ocean’...I have started for you to continue...Hope this drop in the ocean adds value to your life and training sessions...Good leaders build good nations and good nations would lead to building a peaceful world.More info →
This book is on Recruitment Process, to make it interesting by using recruitment tools for the selection process as a whole for small and big companies. The recruitment tools I have suggested here are very simple and can easily be customized and developed to suit the requirement of any company needs. Examples shared are of varied departments at basic level, but the process can be used for recruiting any level of staff. Here I have tried to incorporate tools which can be used for ground levels, fresher as well as middle management levels. If one wants to assess any specific skill of a specific level, all one needs to do is change the level of vocabulary or terms used and you will be surprised at the answers you receive from the person being interviewed. Psychometric tests have been mentioned too for Senior levels. You will get an idea of all kinds of assessments that one should be aware of and can explore while recruiting.More info →