CARVE A CAREER AS A PROFESSIONAL CALLIGRAPHER

Published on October 5, 2011

It can't get more offbeat than this! Calligraphy – the art of beautiful writing – opens a unique career option to write words in different stylish and creative ways.

Creating fancy scripts with various flat and oblique nibs is at the least, a very expressive profession that offers a chance to unleash your artistic potential. “The physical feel of writing is such a joy to me. I get swept up in this process which is almost meditative”, exclaims passionate calligrapher and professional trainer, Cherrell Avery.

Calligraphers can do wonders with their skills – impart a touch of class to written work and make even the most basic words look interesting!

Career Possibilities

Take your pick from a wide palette of services like – designing greeting cards, invitations, announcements, certificates, business cards, menus and decorative books to logos, monograms, posters, motivational art prints or even titles for magazines and films. The increasingly diverse applications also extend to paintings, maps, and legal documents, cut stone inscriptions, ceramics, memorial documents and other handmade presentations.

Some professionals make a living by just addressing envelopes while others choose to propagate the art by conducting calligraphy classes and workshops. Still others create and sell beautifully lettered artwork and other merchandise. A wacky option is body art designing in conjunction with tattoo artists!

You can work part-time, freelance, start your own business, specialise in private commissions or obtain employment in printing shops, greeting card companies, publishing houses or even with wedding planners.

Many argue that calligraphy is a dying art what with the almost ubiquitous use of computers and digital media today. But noted calligrapher and graphic designer, Rohan Rawat, argues: “Calligraphy has existed for centuries, but is relevant even today. It has a rich heritage, yet is being adapted to the digital media as well”.

Calligraphy now forms an integral part of various other fields like design, graphics and typography. Typeface (font) design, desktop wallpapers, manuscript design, hoarding design, signboards, packaging design, illustrations, fine arts and props and moving images for films, television and advertisements use calligraphy for both pen-based and computer-based variations.

What's more, this budding profession is being integrated into the fields of fashion and interior designing too.

Is it right for you?

Calligraphy demands an artistic mind with a creative bend and passion for lettering. A steady hand, an eye for detail and a vivid imagination is imperative. “In order to be a good calligrapher, you must have the driving desire to create beautiful images, motifs, symbols. An aesthetic sense and gauge of artistic balance is necessary. While these skills can be cultivated over time, they are also partially innate,” says calligraphy student Sonal Mathijia.

It takes patience and perseverance to diligently hone and master this artistic skill. Practising with concentration and determination alone will perfect your serif, so to speak! You should also be comfortable working with different mediums (paper, digital, merchandise), colours and relevant designing software.

World renowned calligrapher and master of modern calligraphy, Achyut Palav, elaborates, “If you are interested in a creatively fulfilling career, have an artistic flair and don't want to work at a regular 9-to-5 job, a career as a calligrapher is for you!”

Entering the field

While there are hardly any university recognised calligraphy courses in India, you can always opt for varied classes (beginner to expert) offered by some institutes ranging from a few weeks to a few months.

Online and distance learning is a boon as you can easily access modules, watch demonstrations and scan your works. In addition to this, there is a proliferation of hobby classes (please check credentials), instruction books and calligraphy-writing kits for those looking to getting started.

Even Fine Arts students learn basics of calligraphy like scripts, styles, fonts, strokes, depth, techniques and methods. Once ready, it pays to maintain a portfolio of varied and experimental samples for client approval.

With the growing demand for calligraphers, this is a well-paying career - starting salaries as high as Rs. 15,000. But earnings are bound to vary depending on the art form and project commissions.

As Richard Tuttle, publications director for the Association for the Calligraphic Arts (an international association promoting calligraphy) remarks, “Payment can range from ten dollars for making a little bookmark to many thousands of dollars for creating a one-of-a-kind art piece!”

So, there is a long way to go as you bring your letters alive – the only limit is your imagination!

Payal Chanania

Where to study?

• Sri Yogeashwari Institute of Handwriting, Bangalore

http://www.handwritingaone.com/calligraphy.aspx

• Indira Gandhi National Centre for Arts (IGNCA), New Delhi

http://ignca.nic.in/

• Calligraphy India, New Delhi, Noida, Haryana, Chattisgarh

http://www.calligraphyindia.com/

• Achyut Pallav School of Calligraphy, Mumbai

http://www.apsc.net.in/

• Vikrant Karia Institute of Art, Mumbai

http://www.vkart.in/

• New Learning Horizons – Artistic Calligraphy, Nagpur

http://www.nlhnagpur.info/

• Write Right, Indore

http://www.writerightindia.com/calligraphy.html

ORGANISATIONAL ATTITUDES TOWARDS PREGNANT EMPLOYEES

Published on November 16, 2011

 The Maternity Benefits Act, 1961 explicitly prohibits discrimination against women employees due to pregnancy, childbirth or other related medical conditions. Any contravention before or after childbirth is expressly punishable with fine as well as imprisonment!

Accordingly, most organisations adopt the politically-correct stance of facilitating an inclusive workplace, but actually pay mere lip-service as they still harbour negative beliefs and prejudices against expecting women.

To be fair, the Indian corporate world has made significant strides when it comes to establishing gender equality. Yet, when it comes to pregnancy both overt and covert bias prevails. At the outset itself, organisations are not open to hiring newly married women as these high-risk resources are ‘bound' to get pregnant soon and turn into a burden or leave soon after. News of a pregnancy is not only not welcome but also viewed unkindly as an ‘unnecessary inconvenience'!

While an employee's pregnancy is legally irrelevant to her work and it's quite safe for her to continue working, this is far from what actually takes place. Managements deem expecting women as less committed, less productive, frequently absent and even unable to do their jobs well.

This discrimination manifests itself as tangible signals like negative, demeaning, vulgar or resentful comments about the employee's poor planning, physical appearance, pregnancy symptoms, child-rearing abilities, impact of the impending maternity leave on the workplace or even that she has been pregnant more than once while working at the same job.

Then there are more implicit and subtle signs like limiting training, withholding high-profile assignments, denying promotions, unwanted job transfers, excessive/unnecessary criticism, unfair evaluations, denying benefits to even demotion or outright termination! For instance, managers treat pregnant employees as ‘backup options' and do not invest in their training as they will leave soon and may not come back.

It can even take the shape of ‘benign discrimination' where pregnant employees are ‘advised' to discontinue working, not return after childbirth and settle down with the baby.

The so-called benevolence even extends to the notion that pregnant women need protection and are incapable of handling normal job duties.

Apart from this, failing to accommodate an expecting employee's needs is also tantamount to discrimination. Yet, they are not given additional support for their limitations unless they have been with the company for a long time or are exceptionally skilled. For instance consider this telling instance: At a recent seminar held in Mumbai, more than 75% of the 300-member audience (women professionals from the best companies in the country) assented that they got pregnant while employed. But shockingly, just 3 or 4 of them had received extra support from their employers!

Such discrimination is rooted in lingering negative attitudes and stereotypes that refuse to die away. On the one hand, there is the belief that pregnant women should stay at home and rest and childcare is their exclusive responsibility. On the other, it is often deemed that pregnant women cannot work as effectively and eventually will not return to the workforce. And even if they do, enthusiasm and commitment will be markedly low as work plays second-fiddle to family!

An employment lawyer elaborates, “The problem is that these attitudes are self-fulfilling prophecies - because a woman is pregnant, she doesn't get an important training opportunity, then the employer decides that without the training she can't handle the most challenging problems and then assigns her rote work. Very soon, since she doesn't have the training, she gets more and more rote work. As a result, the employer decides that is all she's good for. It is a vicious cycle and the graveyard for the dreams of many working women who become pregnant!”

So, will employers take steps to preserve the sanctity of human life? Is the desire to be comfortably and respectfully employed while pregnant too much to ask?

Payal Chanania 

TOWARDS A PREGNANCY-FRIENDLY WORKPLACE

Published on November 23, 2011

Why do women still have to choose between having a career and having a baby? Why are they left with little choice but to opt out of the workforce or at best, scale down their ambitions? Unsympathetic organisations do not realise that not only are they doing female staff a disservice, but also losing out on good employees! What's more, discriminatory practices have a negative effect on other women employees as well.

On the other hand, caring for staff that are ‘in the family way' makes business sense as they will definitely work better, care about the company, be more satisfied and committed, less absent, trust the management and also more likely to stay with the organisation.

Research also proves that when employers are understanding and treat their pregnant employees fairly - performance ratings improve and most workers return to work after their maternity leave, that too with heightened loyalty!

It is high time organisations realise the long-term value of employees and take a proactive approach for building a pregnancy-friendly workplace.

And it's not just about baby showers and charitable indulgences! Meaningful support extends much further.

Create a sympathetic environment that accommodates the special needs in the pre- and post-natal phase like flexible schedules that can accommodate medical appointments, sickness and more frequent breaks. Be open to temporarily working from home, job sharing, adjusting the workload, alternative duties or relocating workstations. Ensure that the office has good ventilation, safe temperature and noise level, free of smoke and the expecting employee does not have to stand for long periods. Arrange a comfortable place for short rests and child care facilities so that nursing mothers can bring their newborns to work.

As Ms. Subha, an ex-faculty at NIIT Hyderabad exclaims, “Would it hurt companies to have a day care? After all, we women want to contribute and also be mentally comforted by the fact that our child is just a floor away. Especially after the maternity leave I would most definitely like to be near my kid!”

Review the maternity leave policy and other procedures and make sure managers are both aware of and sensitive to the special requirements. Prepare co-workers to extend adequate support as well.

Ms. Shivashankar, Associate Vice President - Diversity & Sustainability, HCL Technologies goes a step ahead with, “For women it is just not about policies and physical infrastructure, but also an effective support system to manage their priorities during this important life infliction point.

Peer support, counselling and ability to stay connected with the company during the maternity period are important requirements for many women today!”

Step in the right direction

Some organisations are indeed taking strong initiatives to improve the situation. Coca-Cola has launched a global programme aimed at supporting and promoting laws and policies that provide women with protection and equal rights to employment.

HCL technologies offers a whole range of programs to support women during the pre and post maternity times. Ms. Shivashankar explains, “Baby and U, the maternity care program offers a lot of benefits for mothers-to-be, like information and educational material, testing facilities at their doorstep, a welcome maternity kit and much more.

Then there are flexi-work options for new mothers and also the Work Life Balance Chat wherein a life coach addresses employee personal issues and helps them find a balance.”

Similarly, American Express has a special ‘Pregnancy Care' programme which takes care of the needs and concerns of expecting employees for the entire nine-month period. Employee Rajlaksmi Kumar elaborates, “The programme helps you in understanding what your body may go through during this period. There were books and written material provided to me, discount coupons for tests along with newsletters that keep informing you on a regular basis. If you are in the programme, they also send you reminders for periodic check-ups and tests”.

TATA Group has a distinctive ‘Second Career Internship Programme' aimed at women professionals who have taken a break in their careers and are looking to re-enter mainstream jobs while juggling family responsibilities. This offers flexible time schedules, limited travel conditions and project based activities. It also includes a six-month internship period as well as a mentor-and-buddy system that smoothens the entry and orientation phase into the organisation.

To sum up, the mandate for employers is simple: Treat the pregnant members of your workforce with care and concern as well as promote the respect, dignity and inclusion that they richly deserve!

Payal Chanania 

BEING PREGNANT AT WORK

Published on November 30, 2011

A pregnancy is the time to rejoice as a woman prepares to welcome her baby into the world – in fact it's probably the most exciting event of her life. Yet, a sense of foreboding overshadows the unbridled joy, i.e. for working women at least. Work-related issues like when to inform the employer, how colleagues/managers will react, maternity leave, job security and returning to work blues mar the happiness and excitement.

A majority of Indian workplaces are far from supportive of their pregnant employees. Many women face pregnancy discrimination and even termination despite having erstwhile good work histories and favourable performance evaluations. Given the prevalent attitude of the corporate world, expecting women have to plan their moves diligently for this new phase of life.

If you are expecting a baby, clearly decide whether you wish to continue working or not based on what's best for you and your baby – no point unnecessarily complaining, being dissatisfied or inefficient later. Remember its tough managing work and pregnancy and you may not be able to function at the same tempo as earlier.

Here's a checklist of what to keep in mind:

What's the risk? - Evaluate the inherent workplace risks and hazards – physical strain (standing, lifting loads, travelling), night shifts or exposure to harmful substances can jeopardise the health and safety of you and your baby. Generally, with a desk job you can continue working right till the due date, though some discomfort and exhaustion is to be expected.

Breaking the news - When you actually reveal your pregnant state is entirely your wish, but do ensure that you inform your boss directly and not let him hear it on the grapevine. State your case preferably armed with solutions to adjust your work before and after you leave.

Angle for reasonable support: Try to negotiate mutually beneficial and acceptable accommodations like temporarily reduced responsibilities, lesser working hours, flexitime, alternate working conditions, sometimes at the cost of forgoing perks. Establish that you will continue to add value, though your health is a bigger priority now. If needed, do not hesitate to assert your rights and insist on safe and proper working conditions.

Know your rights - The Maternity Benefits Act 1961 entitles pregnant employees to 12 weeks of paid maternity leave (at normal pay rate) - 6 weeks before the due date and 6 weeks after the child's birth. The law also states that from 10 weeks before the due date, expecting women will not have to do arduous work, stand for long hours or be asked to do any other work that may cause problems.

What does the company offer? - Review the organisation's maternity leave policy, employee handbook or ask HR about the actual provisions. In particular, check how much time off you are actually allowed, whether it is paid and the pay rate, health insurance coverage/medical allowances, terms for extending maternity leave (paid, unpaid or partly-paid), whether you can use leaves/vacations to prolong maternity leave and other additional resources for pregnant employees. Also confirm whether you can return to your same job at the same terms or one that is equivalent in pay and advancement possibilities. Find out about part-time/flexitime/telecommute options to help you transition back into the workforce. You have to notify in writing asking for maternity leave and benefits as well as your leave period.

Proper care of yourself: Your health always comes first. Ensure that you sit in the right posture in a comfortable chair with your feet up if possible. Stand up and move around every two hours; sit down if it's a standing job. Take short breaks frequently; eat at regular intervals, do stretching exercises etc. Do not hesitate to seek/accept help from co-workers! Stress is not good for the baby growing inside you. Look for ways to eliminate the pressures by refusing extra work, reducing responsibilities or delegating tasks. Else, control it with relaxation techniques like deep breathing, yoga, meditation or even a short walk.

Maintain a professional image: Never use the pregnancy as an excuse to go lax. It is prudent not to complain or talk too much about your pregnancy either! Set your priorities and continue doing the work well with high levels of commitment and efficiency but without rushing around or getting anxious. Act responsibly - finish your projects, tie any loose ends and even train your replacement (if needed) before you leave.

Battling old attitudes: Consider yourself very lucky if you find a supportive and flexible environment. Most organisations are not very compassionate and pregnancy discrimination is still rampant. You may have to face rude comments, sniggers or even subtle prejudice where expecting employees are pressurised into giving up/not returning to work! The accommodations (if any) are often given grudgingly as if doling out charity.

All said and done, ensure that you properly balance your work, life and health at all times. If push comes to shove and the uneasiness, exhaustion, stress or discrimination is doing you in; prudence dictates quitting the job.

Payal Chanania 

COMING BACK TO WORK AFTER THE BABY

Published on December 7, 2011

 The maternity leave is up before you know it and very soon its time to return to work. And after weeks of nursing and diaper-changing, you are most probably looking forward to the adult company and normal duties even while dreading leaving behind the baby. But if you thought working during pregnancy was tough, you don't know what it's like to return to work (be it 3 months or 3 years) as a working mother!

Rejoining work requires careful planning that too starting long before the actual date of joining:

Stay current: You may be on maternity leave, but you still need to keep your skills updated and stay current. This is especially vital for those who are returning to work after a long gap.

Starting date: Be fair and practical when deciding when to rejoin as it can send your whole life topsy-turvy. If you have the liberty to pick a specific date, make it halfway through the workweek as it helps you get into the work routine slowly.

Support system: Your work stint cannot be successful unless there are solid and dependable childcare arrangements in place. Arrange for a family member, caregiver, and day care centre or choose the option of company on-site facilities to look after your child while you are away. Leaving your baby in trustworthy and capable hands is essential for your peace of mind.

Backup plans: Have alternative arrangements in place as backup for emergencies – the caregiver may take leave, the day care may be closed or your baby may fall sick.

Dry run: Practise a few trial runs before actually going back to work to give both yourself and your baby space to adjust to the new routine.

Once back on the job, don't expect to jump right in and carry on as earlier. Give yourself time to ease back into the work. It is an overwhelming time and the following tips can help:

Be upfront: Right at the start, discuss workload priorities, job duties and schedules with your boss. Try convincing the management for flexible hours, part-time work, telecommuting or job sharing (at least in the initial transition period for a gradual return). Your negotiating power is that it would cost them about 75-200% of your salary to replace you!

Breastfeeding: If you plan to continue breastfeeding, arrange to have the baby on-site/close by. Inform the employer about your decision and arrange to have suitably safe and private facilities available.

Balancing act: It's a constant juggle to balance work and family demands. You will perennially be short on time, energy and resources, not to mention low focus and concentration. This calls for determination, effort, efficiency as well as strong organisational skills to structure your work schedule around personal obligations and still stay in control as you meet all your commitments. Realistically accept that there will be limitations as well as ups and downs all the time. You have to ruthlessly prioritise.

A professional front: Remain positive and present a consistent attitude despite the overwhelming pressures. Work out coping strategies to tackle the taxing time.

Help is at hand: You don't have to be a superwoman and do everything yourself. Rather than stretch yourself too thin, accept help when proffered, be it a spouse, friend, colleague or boss. Do not hesitate to ask for what you want either!

Mommy-track: It's a sad fact for most working mothers – career and advancement opportunities suffer at the stake of the flexible arrangements, accommodations or sometimes just the ingrained prejudice! A highly successful working mother reports, “I was shocked to find that I was taken off the fast track and ‘mommy tracked' for the rest of my career….” You have to constantly drive home that you can still be efficient and successful.

Guilt trip: New mothers face immense emotional conflict and guilt over the selfish negligence of ‘abandoning' their newborn. As Manisha Kamath, Senior Product Manager in an MNC in Hyderabad laments, “Emotionally, leaving your baby in someone else's arms is heart-wrenching and brutal.

You want to be there when your baby does everything for the first time….” If you are struggling with the decision, it is advisable to put your doubts and feelings in perspective and always remember that working does not make you a bad mother. Take solace in this, according to the American Academy of Paediatrics, some children become more self-assured and independent when they have caregivers other than their parents! But do ensure that you give quality time and reconnect with the baby once you are home. And if you find yourself missing him/her too much – what's technology for… check in occasionally without overdoing it!

The blues: A working mother always has too much on her plate – caring for a child plus the constant burden/worries of the workload topped off by the identity crisis of whether to be a good employee or a good mother!

The aspirations and demands coupled with fatigue and guilt can do the best of us in, at times even to the extent of depression. A recent survey corroborates that full-time working moms experience far more stress and depression than those who are able to stay home with their babies! You need to steal some moments whenever possible to take care of yourself. Try connecting with other women colleagues and share tips/experiences or seek counselling, if needed. Above all, go easy on yourself as settling in will take time.

A prolific writer highlights, “Failing to balance both roles can cost a woman not only career success but also happiness at home!” Yet, you can succeed despite the odds and build a rewarding life as a working mother and still be there for your child!

Payal Chanania 

SEXUAL HARASSMENT IN THE WORKPLACE

Published on August 31, 2011

Female emancipation is touching new highs with more and more women entering the workforce. But this comes with its own woes as sexual harassment is an increasingly common occurrence in almost all offices.

Men – employers, superiors, colleagues, subordinates, clients, routinely take advantage of unequal relative terms and positions of authority and consider women employees ‘easy prey' because of their sexually vulnerable position.

The offensive misdeeds range from unwelcome sexual innuendos, vulgar jokes, leering, staring at body parts, obscene messages/pictures and unwanted requests to lewd physical contact like intentionally brushing, patting, groping, pinching, hugging and even outright molestation/ rape.

The ‘casting couch' is another burning issue as superiors play the power dynamics card and insist on trading sexual favours for getting something, at times even making it a condition of employment!

Such harassment eventually takes its toll on the wronged women's self-esteem and integrity as they start feeling humiliated, degraded, violated and outraged. The hostile, uncomfortable environment is bound to interfere with their work performance too!

Silent victims

Yet, most women meekly accept the offensive acts as an ‘occupational hazard' and either choose to suffer in silence, take a transfer or even quit the job. Sexual harassment seems like an inescapable part of work and they are reluctant to report the offenders due to the overpowering fear of reprisal that can make them lose the job or jeopardise their career (blocked promotions, victimisation in work assignments, etc.)

Moreover, the social stigma, loss of reputation, ridicule and further hostility adds to the feeling of hopelessness.

This is further compounded by biased management rulings which habitually blame women for provoking the impropriety and female complainants are often labelled troublemakers or advised to let it pass.

Little wonder then that despite the incidence, hardly any cases are ever reported.

A criminal offence

Women have the fundamental right to gender equality, life and liberty and no discrimination – any infringement of the same is a crime. In fact, sexual harassment and gender stereotyping is against the law!

Following the path-breaking case of Vishakha and others V. State of Rajasthan and others (where a social worker, Bhanwari Devi was gang raped by a group of upper class, influential men, because she tried to stop the insidious practice of child marriage), the Supreme Court passed 12 guidelines in 1997 that have the force of law and are binding on the government, public and private sector.

These guidelines describe offensive conduct as any unwanted physical contact or advances, demand or request for sexual favours, sexually coloured remarks or showing pornography and provide for the initiation of criminal proceedings where sexual harassment is proved beyond doubt! Moreover, there are many provisions in other legislations like Section 354, IPC (dealing with “assault or criminal force to a woman with the intent to outrage her modesty”) and Section 509, IPC (dealing with “word, gesture or act intended to insult the modesty of a woman”).

There is recourse

It is high time that as working women we change our mentality and stop tolerating the abominable treatment meted out as inevitable and unacceptable. If you remain silent, it is akin to inviting more overtures and will also embolden the guilty party!

Instead, overcome fear and express strong resistance/disapproval the very first time by directly and firmly asking the perpetrator to stop. Be clear and unequivocal without apologising or even smiling.

If it continues, protest loudly so that others become aware of the misbehaviour. Else, you can even write a letter asking the harasser to stop the objectionable behaviour and keep a copy.

If needed, discuss the problem with co-workers and garner support as others may be suffering in silence too.

It is imperative to document everything that transpires – every incident or conversation that involves sexual harassment including date, time, place, who was present and what occurred.

If the harassment still doesn't end, you have options –report to your immediate senior/HR, file an FIR with the police or go to the court of law. Here, you can recover damages ranging from lost wages, future lost wages and attorney fees to punitive damages and emotional distress.

Women will get justice more times than not as the onus is on the offender to prove his innocence!

Apart from this, most people are unaware of the Supreme Court guidelines and the redress available. They provide that the employer organisation is responsible for safeguarding the interests of women employees, discouraging/preventing sexual harassment as well as providing remedial/prosecution measures for the same.

Apart from providing safe working conditions, every organisation should also constitute a complaints committee with requisite representation of women.

So, check your employee manual on how to invoke the complaints mechanism and remember that every company is required to investigate and correct the sexual harassment under the law, that too impartially and confidentially.

Then again, it is essential for women to maintain their self-respect and dignity.

If someone is sexually harassing you, first and foremost protect yourself by keeping a safe distance, avoiding attracting undue attention and ensuring there are witnesses in every interaction.

As Ishika Agarwal (name changed), a top manager with a leading firm advices, “Avoid hanging out after office hours and maintain a group discussion at an official outing!”

Remember that ignoring or minimising sexual harassment will not make it go away. Change jobs if you want, but there will always be a possibility you will face harassment again! So, try standing up for yourself.

Payal Chanania

LICENSE TO HACK

Published on July 27, 2011

 Information theft has reached terrifying proportions - computer-savvy criminals maliciously attack network security systems and steal confidential information, intercept data transfer, hack email accounts, spread viruses and even commit identity theft. All that hackers need is an infinitesimal loophole to breach the most secure corporate, bank or even government website to wreak mischief, damage or even sabotage.

Now shrewd companies are playing these devious experts at their own game by employing ‘ethical hackers' to actually attack their own computer networks! Yes, these ‘white hats' are actually paid to attempt to penetrate or crash the security system in a bid to detect potential vulnerabilities and suggest changes to increase the safety. This pre-emptive measure tests the effectiveness and quality of the network systems and prevents intrusions before they occur.

The term hacker does carry negative connotations, but it proffers a legitimate occupation for computer experts to keep the bad guys out. They use the same techniques and tactics to breach security protocols as their shadier counterparts, but from an ethical standpoint.

This niche job extends unique and interesting functions like quantitatively assessing and evaluating current weaknesses, threats and flaws that can compromise the network security and designing impenetrable systems to keep the information as secure as possible.

Career wise: Ethical hacking (or penetration testing, intrusion testing, red teaming) is a bright and lucrative career option as large companies are beginning to maintain their own teams of ethical hackers.

A survey by the International Data Corp states that the worldwide demand for information security professionals is 60,000 and companies such as Wipro, Infosys, IBM, Airtel and Reliance are always looking for good ethical hackers.

Scope: You can work as an information security specialist/consultant with security firms or a full-time company employee; freelancers are not as preferred by established companies in India. Ethical hacking opens the doors to a multitude of IT based entry-level job positions like Network Security Administrator, Network Defence Analyst, Network Defence Infrastructure Support, Web Security Administrator, Server Administrator, Application Security Tester, Ethical Hacker/Penetration Tester, Security Auditor. Else, you can opt for secured programming, cryptography or forensics.

The job role can extend from authorised hacking to network security surveillance, security tools installation and maintenance, application testing, wireless LAN assessment. There is immense scope for career growth and progression up the ladder – a Network Security Administrator of today can move on to NS Manager, then NS Officer and even become the Chief Information Security Officer in the future.

Similarly, the career graph of an Application Security Tester rises through AS Developer, AS Manager before Chief Application Security Officer. Security Certified Programmers can also progress to Security Project Managers.

Remuneration: In India, pay packages start from Rs.3-6 lakhs per annum and can even go up to Rs.30 lakhs depending on background, experience and job function. Top employers are Wipro, Accenture, IBM, Dell, Google, Cap Gemini, etc. with employment opportunities primarily in Bangalore, Hyderabad, Mumbai, Pune and Chennai.

Ankit Fadia, a renowned computer security expert observes, “Currently there is a huge gap between the demand and supply. Because of this shortage, pay packages and growth opportunities are superlative and ever-growing.” According to K.K. Mookhney, founder and principal consultant of NIIC consulting, “Salaries for information security professionals are at least 20-30% higher than for most other positions at the same level in other fields of IT.”

Skills: The field is open to bright computer science graduates, skilled computer experts or even malicious hackers looking to reform! It is important to have talent, affinity and passion for computers. Excellent programming and networking skills, college-level background in IT is helpful.

A creative streak will enable you to think out-of-the-box and visualise/create different ways to encroach the most secure of systems.

Honesty, integrity and trustworthiness are a must as you will be privy to important (maybe even highly sensitive information). Safeguarding the privacy and confidentiality of the client/user information is highly imperative.

Rigid background checks and security clearance is essential for government work. According to Mookhney, “A good information security professional should have a thirst for knowledge, be able to grasp new concepts quickly, work hard on their own, and have a great love for technology”.

Qualifications: You can opt for formal training or learn it on your own through experience. However both government and corporate sectors are more likely to hire ethical hackers with verifiable credentials. You also have to regularly update your knowledge through workshops, seminars, trade magazines and industry conventions to be aware of the latest tools, techniques and technologies.

Some of the most prevalent professional training certifications in India are:

• Certified Ethical Hacker (EC-Council)
• Certified Hacking Forensic Investigator (EC-Council)
• GIAC Certified Penetration Tester (GPEN) offered by SAN

GIAC Certified Intrusion Analyst (GCIA) The time period varies from a fast-tracked 5 days to 3 months and course fee is Rs. 10,000 upwards. Both online and offline courses provide intimate knowledge of network security protocols, multiple computer codes and extensive hands-on training for spotting vulnerabilities.

Yet, the risk of prosecution often keeps bright IT enthusiasts from building a career in information security.

Remember that this is authorised access and organisations cover the risk of defrauds by defining the parameters of probing, penetrating and testing in a legally binding contract.

This works as your security blanket too and will protect you from the law provided you strictly abide by the ethical codes. Also, be aware of the laws and penalties of unauthorised hacking and never begin any hacking activities until you have a signed legal document giving you express permission.So get set to join the online cops' brigade with a license to hack!

Payal Chanania

Institutes

• Appin Knowledge Solutions

http://www.appinonline.com/acse.php

Location: All over India

• Adept Technology Pvt

http://www.adeptechno.com/ec-council-ceh.asp

Location: Bangalore, Chennai, Hyderabad

• The Institute of Information Security

http://www.iisecurity.in

Location: Hyderabad, Mumbai

• Jodo Institute

http://www.jodoinstitute.com/boot-camp-CEH-v6.php

Location: Chennai, Hyderabad, Delhi, Mumbai

• E2 Labs

http://www.e2-labs.com/

Location: Hyderabad

• InnoBuzz Knowledge Solutions

http://www.innobuzz.in/ethicalhacking.html

Location: Bangalore, Hyderabad, Chennai, Delhi, Mumbai, Pune, Kolkata

• K-Secure IT Security Services

http://www.ksecure.net/ethical-hacking-training.htm

Location: Mumbai

• Ankit Fadia Certified Ethical Hacker course

http://www.ankitfadia.in/afceh.html

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STAYING UP-TO-DATE

Published on July 27, 2011

Working women do have their work cut out for themselves. Anything they can do, the men can ALWAYS ‘do it better'!

Fight it all you want to but let's face it, the working world often does get stereotypical and gender-biased. Women have to work all the more harder and about the only way to survive and make it to the top is to keep yourself current and up-to-date. Know what is happening around you – in the world, in your profession, in your industry, even in your work place…

Alas, many women weighed down by never-ending responsibilities sadly overlook this job demand and get stuck in the rut of middle management unable to move up. As a supply chain consultant for a supermarket chain says, “When compared to men most career-women are challenged and restricted by situations that are natural in life (like being a mother and raising a family). This is where most of us face a conflict and often agree to a compromise at work.

However, updating yourself will put the shine back in your work as well as demonstrate your commitment, motivation and drive. Being in the loop of what's happening is crucial not only for advancing your career trajectory, but also for simply holding on to the job you do have. Keeping a finger on the latest developments, strategies and trends in the industry will enable you to confidently discuss topics, defend your views and quite simply hold your own amidst colleagues/managers, earning you the respect/recognition you both deserve and crave. Shilpa Nainani, Creative consultant, Orange Media observes, “As a woman myself, it's imperative that if I have to make a difference in my field of operations I have to keep myself abreast with the latest happenings, current affairs, developments around the world and make sure that I am high on my area of expertise.”

But time is definitely at a premium for a working mother as she juggles one role too many.

Already struggling to keep pace, the need to stay informed adds to the brimming pressures. Where is the time, let alone focus and motivation, to find out what is happening in the world?

Ahead of the curve

It's all about proactive time management, planning and knowing where or more importantly how to look. As Subha C., ex-faculty at NIIT, elaborates, “A lot of times women give the excuse of their family, kids, etc. But I wish for once we all could take into account how effectively we can get things done if only we planned ahead to a certain extent and managed time better!”

Some working woman-friendly avenues for continued professional growth:

Power of the web: There may not be time to randomly surf the web, but you can periodically visit certain relevant websites and read about important events, recent challenges and other market news. Email lists, newsletters, social networking sites, discussion boards and forums are easy and effective ways to find information.

One doesn't have to skinch on family time; these activities can very well be incorporated in the workday itself. As Subha Vishwanathan, Senior Quality Analyst at BostonLogix, Hyderabad reflects, “To keep myself updated, I read a lot of e-magazines and am actively involved in some forums for software testers. When I come across a new term or tool I am not familiar with, I note it and research on it when I get the time.”

Print format: Identify a few selected but varied industry publications, journals or magazines that reflect prevailing trends on a range of topics. For instance, earmark an hour a week to carefully read and reflect on some interesting articles. It will be time well spent!

Or, as Pradeepa Kesiraju, Test Lead, Microsoft India opines, “Take time from work to read even if for 10 minutes. It could be technology, politics or anything but those 10 minutes would add a lot of knowledge and value!”

Network, Network: Cultivate a strong network of contacts across gender lines and strive to maintain the relationships. For instance, make it a point to speak to at least one inspiring or empowering person every week, be it at a business lunch, professional gathering, a workshop or even a social event. Dimple Melwani, Project Manager at Gokals Healthcare Services Ltd. advices, “Women tend to get too involved with their routine lives and forget to keep in touch. Don't burn bridges with your old colleagues/classmates. There's a lot you can learn from them!”

Expand skills: Don't forget that knowledge and skills should be regularly updated. Take advantage of company-sponsored training or sign up for short courses to stay on top of latest technological advances.

You can go in for external programmes with specifically tailored curriculums, choosing from options like regular classes, do-it-yourself books or online courses that you can do at your own time.

To sum up, the world is continually transforming with blink-and-miss opportunities… Make sure you stay in sync or you may be left behind.

If you are still not stirred, consider what Vaishali Parikh, Consultant - Engineering Process & Infrastructure (EPI) at ABC Consultants Pvt. Ltd highlights, “Think that you are the primary bread winner for your family (NOT A SUPPORT TO YOUR SPOUSE).

It will automatically engender all the focus/motivation that you need to stay in the loop!”

Payal Chanania 

Beware, Internet abounds with fraudulent job offers

Published on March 16, 2011

The World Wide Web has emerged as a powerful job search tool. Job aspirants upload their resumes on job portals, apply to job ads and respond to job emails hoping to land that dream job. Indeed this has proved providential for many a jobseeker. Yet every good thing is riddled with some hitches.

The web is home to numerous online scammers who use every trick in the book (and then some more) to first lure, then firmly ensnare and finally dupe the next innocent Internet user. And their prime targets: young, gullible, desperate job aspirants!

The modus operandi gets more varied by the day as these unscrupulous individuals hatch abominably novel schemes with amazing speed and ingenuity. Some of the common scams are:

Tricks galore: An astounding job offer lands in a jobseeker's email inbox announcing that he has been accepted for an excellent position in a well-known organisation (like Videocon, Tata Ltd., Warner Brothers or even United Nations) with a huge paycheque/lucrative perks/free accommodation/medical insurance or educational assistance. At times, they also send a fake appointment letter with an authentic looking name and logo of the employer organisation.

The email requires some details like the recipient's resume, work history or contact information. And now comes the rider: Require money transfer for some ‘minor expenses' like air tickets, which is fully refundable!

The naïvely-thrilled jobseeker cannot believe his ‘good fortune' and eagerly dispatches the requirements only never to hear from the ‘company' again.

Not only has he lost the money but also unknowingly revealed vital personal information!

Another set of emails doing the rounds is: A foreigner (mostly British) requires a nanny/driver and is willing to pay through the nose for your ‘caring, dedicated and hardworking' services along with generous allowances and free accommodation. What's more, the employer is ‘more than willing' to arrange the visa/work permit, requesting you to remit the fees (fully refundable of course) and passport copy to a ‘recommended travel agency'.

Fake job opportunity ads and even bogus job portals abound with the sole intention of acquiring personal details.

Then there are the ‘Earn good money online by working from home' offers where you just have to pay an initial amount to either sign up or download some software which unfortunately never seems to materialise!

Other offers entice innocent job aspirants with tempting allusions like ‘no experience required'.

While most of these strategically-devised tricks scream CON, many unsuspecting jobseekers still naively bite the bait - either out of desperation or are genuinely taken in by the seemingly authoritative and genuine offers. Not only do the victims lose the money they have sent, but the information can also be misused to steal finances or even perpetrate identity theft!

Smell a scam: Hence, all fresh graduates as well as experienced jobseekers alike need to be very cautious while sourcing jobs on the Internet.

It is actually quite easy to smell a job scam once you know what to look for. For instance, no employer will ever ask money to secure any kind of job.

As Mr. Ajay Merchant, manager, British Library observes, “If someone is asking for money or personal information that itself says it's a scam. …….it is impossible to get an offer from a place you never applied to, unless you are a very big personality!” So, always remember that you will never need to pay anything for a legitimate job – even if it is for training, materials or software, its required much later.

Other red flags include: A generic greeting or name is a dead giveaway as the cyber criminals send out emails in large batches and do not type individual names in the mail. For some reason, almost all fraudulent job offers are always littered with language and grammar mistakes. Not only are they random and difficult to understand but also utilise numerous fonts and colours to attract attention.

Again, if the email entices you to act fast (lest you lose the opportunity) or asks for personal information, back account/credit card information, it is definitely not legitimate.

Also, such job offers are generally sent from free email accounts like gmail, yahoo, hotmail while genuine offers will always originate from the company's own domain name!

Apart from this, exercising careful vigilance is the only way one can protect oneself from falling prey to these innovative hoaxes. So, be cautious about any job advertisement and do not respond blindly. Ensure that you visit the website, verify the web address and call up the organisation to confirm the job offer.

If the website does not exist/is ‘under construction' or if the contact numbers are not reachable, it will definitely raise your suspicions. If you do get to speak to someone, ask lots of questions to validate their authenticity.

If you do respond to anonymous/suspicious offers, send only a broad resume from a disposable email address without revealing your name, address or contact details.

If still in doubt, simply try Googling parts of the text you have received. The web has copious horror stories with the same or similar modus operandi used to dupe unsuspecting people again and again.

Last but not the least; “If it sounds too good to be true, it most probably is!'

Happy and safe job hunting!

Payal Chanania

When people pour cold water on your ideas, be cool, reply firmly

Published on Jan 5, 2011

You are super-excited about a novel plan to help your team move forward or eagerly offer a suggestion to solve a looming problem. Else, you are absolutely gung-ho about successfully winding up a tough project or closing a monumental deal.

Just as you begin to express your passion and enthusiasm, round comes a co-worker brimming with negative comments that disparage your ideas and undermine your hard work.

The negativity literally douses you in ice-cold water!

Unfortunately, the workplace has its share of cynical people who always rush in to tell you why your ‘idea will not work', ‘things will not change', ‘plan is out of budget' or ‘goal impossible to achieve'. They are more than ready to douse you at every opportunity with criticism, sarcasm, harsh/angry responses and even outlandish remarks or simply by rolling their eyes eloquently.

What's more, they pour cold water with such conviction that it effectively stops others from believing in or even being excited about your ideas. Your possibly brilliant solution dies an abrupt death and disappears into oblivion. Over time, this constant derision can trap you and kill your optimism forever!

It is quite understandable that you start feeling despondent as co-workers pour cold water on your ideas all the time. Yet, it makes sense that you do not give up without a fight. So here's how to fight back:

Recognise shortcoming: Realise that in this dog-eat-dog world of work, people will persistently try to make themselves look good at your expense. Deliberately belittling your ideas, plans and suggestions is a strategy to climb all over you and get ahead. Even if someone seems to derive a perverse pleasure from the act, understand that the pessimism is his personality shortcoming, not yours.

Prepare in advance: You know that cold water is in the offing; so why not plan for it accordingly. List the common and prevalent comments that people in your office habitually use to dampen others' suggestions.

Then carefully prepare smart and witty answers that will not only silence the critics but also sell them on your idea.

Be yourself: When a colleague tries his best to minimise your creative ideas, never ever make the mistake of keeping quiet or accepting his criticisms meekly. In fact, this is a providential chance to sell your idea further. But before you proceed, first pause to take a deep breath and adopt a pleasant and rational outlook. Then calmly counter the ridicule by asserting the facts once again and provide persuasive answers to even the most illogical comments. Concentrate on how you are sure the idea will work and why it is feasible while showing other alternatives that are also worth trying.

Encourage the detractors to open their minds and analyse the problem as well as consider your suggestions thoroughly. You can even try to persuade them to step out of their comfort zone and start thinking in terms of how to make the idea work!

Talk it out: Be upfront and confront the perpetrator that you are very well aware of his devious intentions. Courageously speak up like, “I have an issue with you constantly pouring cold water on my ideas. I would like it if you don't try to shut me down every time. What are your thoughts?” Airing the issue may very well make him mend his ways.

For all you know, there may be other silent sufferers who are putting up with such deliberate discouragement. Seek to team up with them as they too may be annoyed enough to back you up.

The last resort: If you have tried everything and nothing seems to work, the only option is to address the problem with the higher-ups. Point out that people are purposely trying to dampen any suggestions regardless of the merit. Explain that such behaviour is stifling creativity, motivation and productivity while spreading defeatism everywhere. Addressing the problem is essential for making the team more effective.

Yet, think again whether the seemingly negative comments are actually realistic and practical while you are unwittingly going overboard with far-fetched and implausible excesses. To sum up, its up to you to combat the cold water comments with warmth and optimism!

Payal Chanania

Negotiate pay before signing job offer

Published on Jan 5, 2011

So, your job interview goes superbly and the recruiter closes the offer by stating a salary figure. What is your reaction – aren't you more than ready to lap up the job and excitedly say yes!

Most people are desperate for a job and snap up the first price named by the interviewer. Negotiating for more never even crosses their mind. In fact, even suggesting the same evokes bewildered dismay! What they don't realise is that their naïveté and fear of losing the job opportunity is what is keeping them from earning their real worth.

Well, these job-seekers will be stunned to know that interviewers (except from some top companies) quote a low pay offer as a starting point with room for bargaining. They actually expect to negotiate and are taken aback by the interviewee's meek acceptance. In fact, a survey by the Society for Human Resource Management found that 8 out of 10 recruiters were willing to negotiate pay and benefits with job applicants, but only 33 per cent of the job applicants felt comfortable negotiating!

What's more, the low aspirations lower the job applicant's value in the eyes of the employer! On the other hand, negotiating for more highlights your confidence in your abilities and value, thus winning you a grudging admiration. Almost all employment experts advice, ‘never accept the first offer'. As Dana Zedd, who spent three years making and negotiating job offers elaborates, “Even if it is just for a small percentage more, always negotiate!” But negotiating salary is a delicate matter, which can easily backfire. Here's how to proceed:

Ask first: Often, a higher pay package can be yours just by asking. Believe it or not, in 90 per cent of the cases employers raise the offer or at least grant another perk. But you have to handle the situation with caution and diplomacy.

Do not rush in: Never bring up the salary topic before the interviewer. Let him quote a figure and then take it from there. Even if you are pushed, try to avoid the issue and if it doesn't work, at least quote a ‘salary range' instead of digging a hole with a fixed amount.

Most job-seekers are ready to jump out of their seat at the job offer. Here you have to restrain your emotions and refrain from responding immediately. A tip: hesitating a little or simply repeating the salary figure will convey that you are pondering the amount and are dissatisfied with the same. Else, you can calmly suggest that you would like to think it over for 1-2 days.

Upping the ante: First appreciate the job offer and show how enthusiastic you are about the job and really want to work for the organisation before quoting your expected salary. This is the time to sell yourself by singing your own praises. Establish your value by stressing on what you have to offer as your strengths and achievements. You can even highlight the key challenges of the position and how you can exceed expectations. A convincing and persuasive argument will force the interviewer to relent.

Adopt a careful, pleasant, gracious yet firm negotiating approach. Take care that you mention a reasonable figure; ask for too much and the interviewer may just withdraw the offer! Also, be consistent as raising the stakes every time your stand is accepted will only insult the interviewer. In fact, a top recruiter Ross Gibson articulates that he “judges applicants by the way they negotiate - and withdraws offers from those who come across as immature or greedy!” You too need to be flexible, co-operative and open to negotiation so that the employer feels that he has won some compromises at least.

Fair market value: You have to do your homework to determine your real worth in the job market. You can peruse salary surveys, industry magazines, company websites or speak to people in the same job to find out the expected salary range and benefits of the position you are seeking. You can even bring up your research during the negotiation to support your claims.

While the salary figure may loom large, it is prudent to consider the whole package during negotiations. In fact, employers are more flexible when it comes to bargaining benefits or working conditions. Some additional perks that you can ask for range from signing/performance bonus, stock options, profit-sharing, severance pay, relocation expenses, health plans, training/certifications and vacations. At times, even an accelerated salary review can work in your favour. For example, try “If I accept this salary, will you award me a performance-related bonus plus a performance review in six months instead of a year?”

After all, the employer wants you almost as much as you want the job. It pays to make the most of it as Stephen Pollan, co-author of The Total Negotiator says, “You are never more powerful than when you are responding to their offer!”

Payal Chanania

The science of self-discipline

Published on March 2, 2011

One thing common to almost all workplaces is an endless list of rules, regulations, policies and protocols. Every employee manual is overflowing with ‘Do this…', ‘Don't do that….', ‘If you do this……' and so on. This control mechanism imposes fines, penalties, demotions, transfers and even dismissals based on the degree of violation. Yet, the strict, threatening and dire punishments almost never produce the desired results.

All that such micromanagement effects is dependant employees who constantly require explicit instructions and prefer to defer to their supervisors even over minor issues. Therefore, rewarding rule-based behaviour further weighs down the organisation and paralyses employees with simmering resentment.

Needless to say, employees dislike disciplinary actions quite intensely. And contrary to what we think, the management is no great fan of disciplining procedures either. In fact, many managers completely dislike punishing errant employees!

So why not bring in a framework of change so that employees begin to conform to established rules and regulations of their own free will and not due to a stifling fear of punishment. Yes, this is possible - through self-disciplinary work behaviour.

Emphasising employee self-discipline will greatly minimise the need for managerial interventions and disciplinary actions, thus giving supervisors more time to concentrate on coaching employees and developing good relations. This culture of self-management leads to higher job satisfaction, motivation and continuous improvement as employees start taking the initiative to tackle complex tasks and solve problems creatively. Not only this, they will start perceiving organisational goals as their own and even seek out opportunities for innovation, leadership and growth.

Promoting a culture of self-discipline

Employees cannot be trained or ordered to be self-reliant. Management has to cultivate a fair and just work environment that provokes an atmosphere of self-discipline. Here's how managers can help, support and encourage this self-sufficient independence:

What do you expect: Surprisingly, most violations occur because employees are confounded by grey areas and vague procedures. They don't know what is actually expected of them. Outlining clear, specific, realistic expectations on the desired code of conduct and standards of behaviour leaving no room for misunderstandings or misinterpretation is essential for an orderly and fair workplace. Only then will they understand what will and will not be tolerated at work and consequences if these expectations are not met.

Here, the management should only provide broad policies without spelling out each and every rule and trust employees to deliver accordingly.

For example, instead of numerous rules on caring for company property, a statement on ‘respect' written with clarity, conviction, and principle will provide freedom which is yet governed by values. Minimal rules and guidelines provide the much-needed flexibility that encourages self-discipline.

Open communication: It is important to spend time with the employees talking about what is important to the organisation. Always share pertinent information on the business, customers, mission, goals and profitability. Encourage them to discuss new ideas, interests and ask questions. Also make it a point to regularly solicit input from the staff on their own role and allow them to take decisions concerning their work.

Preventive, not punitive: When employees go astray, the disciplinary actions should always be respectful, fair and consistent across the board. Address any inappropriate behaviour immediately, not to punish or intimidate but only to correct the problem, improve performance and help them meet job expectations effectively. Explain reasons for the corrective action and also how it can be avoided in the future even while preserving employee confidentiality.

Positive encouragement: Praise any instance of self-disciplinary behaviour with appreciative compliments, public recognition and meaningful rewards like bonus, time-off, special projects, training or personal development. Extending full support to self-discipline will make the employee feel valued even while infectiously spreading to others.

On the other hand, managers also have to exercise extra caution that they do not punish employees for the wrong reasons like intelligent mistakes when a good idea or new way of working fails. Allowing employees to experiment and learn from their mistakes will further encourage them to work independently.

To sum up, management can create an environment for self-discipline through effective leadership. Managerial attitude should shift to supporting and coaching, not directing or supervising closely and constantly. Only then will employees “follow and adhere to the rules and regulations not due to the fear of punishment but due to the inherent desire to harmonise in achieving organisational goals”!

Payal Chanania

Who should have the deciding vote?

Published on April 6, 2011

Very many individuals today are working in professions they don't like at all. This is because of a wrong career choice – not by them but by their parents!

Alas, many fathers and mothers still force their offspring to become doctors, engineers or now computer engineers. Still other sons and daughters are compelled to carry forward their parent's ‘lineage' – and so its imperative that a lawyer's son goes to law school while a businessman's son has no choice but to run the family business…..

The trend continues as it is the parents who persist in choosing which company to work for and even which role will be ‘suitable'!

Some children meekly accept the interfering pressure of such ‘helicopter parents' probably as a mark of respect and honour while some are resigned to the ‘best decision for you' after a prolonged clash. Such an overbearing parental pressure often leads to disastrous results ranging from utterly mediocre performance to even absolute failure.

Wake-up call

It's a fact that we work almost all our life, and its quite hard to continue doing something you don't like for so long. One wrong career decision can ruin our whole life leading to total regret, disappointment and unhappiness all around.

Therefore, its high time that parents stop to think – Doesn't forcing your choice on your children inadvertently set them up for a life of misery and failure? Moreover, the excessive involvement and hand-holding will only backfire as thereafter, the child needs constant direction and can never become an independent thinker or self-sufficient decision-maker tomorrow. I am sure no father/mother intentionally ever wants such an outcome!

First, parents should realise that trying to live your own dreams through your child is the biggest mistake. Simultaneously, also accept the harsh truth that your offspring may not necessarily want to do the same thing as you do or what you want them to do!

In the parents' defence, they obviously do mean well and want only what's best for their children. They are only ‘doing their duty' and find it very hard to let the youngsters take ‘wrong' decisions.

But, what the youth actually need is a lot more freedom in choosing their vocation. Give them the space to identify their interests, passions, dreams and ambitions while analysing their personal characteristics, values, strengths, weaknesses, talents and abilities. By dwelling on what they are good at, what they want to do and what they aspire to achieve, they will be in a much better position to identify the best career path for themselves. This independence is bound to engender the much-needed confidence in their own worth, thus creating a much more engaged and committed professional! What's more, by doing what they like, they will definitely enjoy it all the more and put in 100% effort as well thus paving the way for career and life success.

This does not however imply that the parents have no role to play while the child settles on the ‘right career of my own choice'. Fathers and mothers still play a very important role of experienced counsel, support and sounding board as they subtly guide their children without ruffling any feathers. Instead of dictating, suggest options and logically explain the pros and cons with the focus firmly fixed on your son/daughter's likes and strengths. “Act as a steering wheel in a car rather than a driver itself!”

Just by being there for your children and supporting their decision, you will be surprised to see that your son/daughter turns to you on his/her own (at times even being inclined to pick the same as the parent's career).

Sitting together and having open discussions sans any compulsion will build a healthy respect for your opinion and choice thus enabling you to motivate and help shape your child's career in the right direction.

Unfortunately, but even if your child seems to falter it is better to let him make his own mistakes and learn from them.

The parents' role is to be there for their children every step of the way (especially as an anchor when they stumble), but stay in the background being ever ready to offer any required support and assistance.

To sum up, agreed that choosing a career is one of life's most difficult decisions – a period of tremendous tension and anxiety for parents and students alike. But, it pays to bear in mind that today's youth is more than capable of making their own decisions and deciding their own future. What's more, a wrong personal choice is still better than being influenced/brainwashed/forced into doing something you don't want to!

Apart from this, today a career is more than just having a job and earning a living. It defines a person's life and abilities. Also, many young people do not place the same priority on getting a high salary as their parents do.

They might be more interested in a lower paying career that matches their interests or that provides spiritual, emotional, psychological or social rewards, rather than monetary ones.

Therefore, it is better to set them up for success right from the start by helping them learn how to make the right decisions in the first place!

Payal Chanania

Know manager's expectations from you to excel at job

Published on March 30, 2011

 As soon as an employee starts working, he begins to think in terms of what he expects from his job, his boss and his company. But ask almost anyone as to what the boss expects from them and you will only get vague, generic or even baffled responses.

Don't most of us either overlook such ‘nitty-gritty' things or just assume we know what is expected of us? Yet, the answer to this fundamental question can unveil the formula for immense career success. After all, only by identifying what your manager expects from you will you be able to deliver on the expectations and provide positive contributions to the organisation.

Not only will this help build a better relationship with the boss but will also keep you in line for more perks, raises and promotions!

And if you are still not convinced then consider this: according to a recent employee survey, one of the top 10 reasons why employees suffer from workplace stress is the fact that they do not understand what their employer expects of them.

They don't know if they are delivering what their employer wants and therefore don't know if they are doing their job right.

Do it right: Ignorance of your boss' expectations can kill your career. Yet, hardly any manager ever sits down to openly explain and discuss his expectations from the staff. Therefore, the onus is on you to seek out and understand what is required of you.

While every boss will have his set of expectations (this may even vary from employee to employee), following are some broad pointers on the same:

The first expectation is pretty obvious. Every manager will expect employees to understand the work, fulfil job duties and deliver quality work on time. You have to work hard, follow through on what you say you are going to do and strive to achieve goals even under pressure. Also, prove that you are professional, loyal, dependable, resourceful, positive, engaged and creative at all times.

Teamwork is the name of the game today, so willingness to collaborate should go without saying. You have to be a team player who is cooperative, communicates well and gets along with others.

Staying current is an unwritten job requirement. You should regularly read new material and network with people so as to be aware of what is going around you in the company, industry and market in general.

Keep your eyes and ears open to what is happening in the world and how it can affect your work, your organisation, the customers and even the competition. This will also enable you to anticipate changes, problems, risks, threats and opportunities before they can arise.

You are expected to step forward and get involved in every aspect of your job and department/organisation. Be ready to step in and help sort problems, mediate conflicts, tackle challenges and never shy away from difficult tasks. Also, be willing to step up even if the outcome is uncertain.

Your boss expects you to not only do your job but also be innovative and generate ideas, solutions and strategies that will benefit both the company and employees. Instead of playing it safe, try to come up with new approaches and solve problems whenever possible.

You are in charge of your own professional development and are required to take the initiative to contribute to your own growth. Try to stretch your abilities and grow on your own by seeking feedback on your performance, taking on new, demanding tasks, expanding your existing skills or even learning new ones.

Simultaneously, you should also help your colleagues to improve performance and develop new skills.

Apart from this, the boss also expects you to maintain open and honest communication with him. Proactively keep him abreast of your work, raise issues affecting your performance or the team and regularly sound him out for improvements.

Fulfilling managerial expectations can seem quite overwhelming. But once you start discussing the expectations with your manager and ask questions, the task will become less daunting. You can even speak to other successful employees and seek insight on how to live up to the expectations.

Last but not the least, align your expectations with those of the boss and you will be one of his best people indeed!

Payal Chanania