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Aug 11, 2009

Avoid these blunders, move ahead in career

Published on Wednesday, Aug 05, 2009

You know how hard you have worked to reach where you are. It has taken a lot of grit, determination and struggle to scale your position up the career ladder and craft a stellar reputation as well. And this is not the end as you still want to move up much higher.

But beware as your path is littered with several potential career landmines that can sabotage all your hard work and success. These are small, barely obvious mistakes which you may not even recognise, but even a few careless missteps can sound the death knell on your otherwise promising career.

Here’s a look at some of the top career killers that need to be avoided:

Sloppy behaviour: You cannot afford to slacken even after achieving a measure of success, as your behaviour, attitude and appearance will always be under scrutiny throughout your career lifetime. The choice is yours - how you present yourself, behave and dress can either set you apart from the crowd or paint you as an indifferent and careless slacker. So, concentrate on appearing serious, responsible and influential.

Putting off work: Break the habit of putting off things till the last-minute, especially the difficult or boring tasks. Habitual procrastination will not only make your work shoddy, but unexpected events may crop up at the last minute foiling your eleventh-hour plans for rushing the work. Such poor and inefficient performance will definitely put your career on the slow track. Instead, always take on tasks as they are presented and execute them well.

Limiting to JD: While it is imperative to concentrate on fulfilling your job responsibilities, restricting yourself to the same mundane tasks can also hinder your growth. Stop being satisfied with your job description and be on the lookout for new opportunities to demonstrate your untapped talents and initiative.

Not getting noticed: Working with your nose stuck to the grindstone can also work against you. You have to toot your own horn to shine the light on your contributions and achievements. Show that you are a valuable asset to the organisation but ensure that you go about the self-promotion in a very subtle way.

Shying from teamwork: This is the era of teamwork. If you prefer to work alone or are only concerned with yourself, you will only end up falling by the wayside. So, try to be an effective team player, but simultaneously ensure that your individual efforts and abilities do not get completely obscured in the team success.

Feeling ‘entitled’ to success: Expecting instant gratification with immediate promotions and growth can actually dampen your future career prospects. So, remember that harbouring a sense of entitlement that you ‘deserve’ to get what you want ‘right now” is self-defeating. Achieving career growth calls for sustained hard work and you have to pay your dues before you can move up anywhere.

Settling with skills set: Nobody can afford to sit on their laurels as there is a constant risk of being replaced. You have no choice but to keep your skills current and update them regularly.

Also, recognise and improve your shortcomings with requisite training. Using new ideas and approaches will also help enhance your effectiveness.

Failing to network: The importance of building and maintaining a network of contacts cannot be overemphasised.

You can never achieve success if no one inside or outside the organisation knows you. So, make it a point to hobnob with the higher-ups, build a healthy rapport and also keep in constant touch with your contacts. You never know when the association will come in handy.

Apart from these, even absenteeism, lack of punctuality, lying or failing to give credit where it is due can do real damage to your career success. This list of possible career blunders is almost unending. But even concentrating on these most important ones will enable you to keep your career on track!

PAYAL CHANANIA

Aug 7, 2009

Talent exodus bane of big companies

Published on Wednesday, Jul 29, 2009

Large companies have it good - they are high profile and well established which gives them a tremendous edge in attracting the best and brightest talent in the market. In fact, the top talent tends to flock towards them in droves with dreams of soaring careers in their eyes.

But the going is not always good for the big guys. How much of the favoured talent actually sticks around for the long haul? Fact is that as time rolls by, big companies face major troubles in keeping their best people on board. The initial fervour quickly dims in the face of day-to-day realities and the top talent is gradually either lured away by smaller companies or tempted to start their own business.

Recent surveys reveal that ‘few people today want to work at large organisations – especially those with 10,000 or more employees’.

And, with the economy taking a downturn accompanied by the mounting scarcity of talent, companies cannot afford to lose their top performers anymore.

This brings us to the question of what is the reason behind such exodus of potential, where are the top companies going wrong and what can be done to retain them.

Blame bureaucracy: The top talent enters large companies with dreams of carving a path for themselves, only to be terribly disillusioned by the excessive red tape. The harsh truth is that big companies go strictly by the book with explicitly laid out practices, processes and standards, leaving no room for deviation or improvisation.

Not only do top employees refuse to blindly follow the rules and regulations, but also expect an equal say in formulating the stipulations. The solution is they should be allowed to modify their work practices and encouraged to experiment with new approaches.

Lack of vision: Many large companies do not have proper strategic priorities and often don’t even know where they are going. Moreover, the priorities seem to keep changing jolting employees all the time. Top talent shirks from kow-towing to such shifting whims as it keeps them from working properly. What they need is a clear vision with lucid goals and exciting strategies.

Touch points: While employees of large companies crave empowerment to make decisions and do not want to be told how to do their jobs, they also lament the complete lack of accountability as no one bothers to check on their work once it has been assigned.

Top performers want to be held responsible for their work with regular touch points on their project status. They also need a shrewd supervisor to provide timely insight, observations, suggestions as well as guidance when it comes to resolving dilemmas.

Close-mindedness: Due to their sheer size, big companies often turn out to be quite fixated and are never open to opposing views, creative ideas or new approaches. Employees are simply expected to do their work and get on with it.

Top talent long to share their ingenious suggestions and new ways of doing things, but no one is listening. This makes it difficult for them to work in the inflexible environment, especially when they disagree with the work practices. Companies need to open-mindedly listen to the views and also incorporate the best suggestions.

Again, large companies are often so burdened that they lose sight of their top talent and forget to communicate with them.

Many a times, employees complain that they never even realise that they are considered as top performers. What is needed is constant positive reinforcement and encouragement. Managers should go to their top talent and show them that they are valuable with specific and genuine praise.

Big companies go all out to hire the best talent, only to leave them as they are once hired.

Top employees are easily bored and need to be challenged constantly with new and exciting projects. This will give them the opportunity to work passionately and enjoy their work while delivering top results.

Most big companies rush through their performance reviews without any talk of improvement or learning, let alone future career development.

Top performers are left feeling that the organisation is not interested in furthering their careers. Management should try to carve a clear path for the future by engaging in detailed discussions of where the employees want to go and what learning/advancement opportunities they need to reach there.

Top talent fosters passion among other employees. But they themselves end up frustrated and turned off by the lack of stimulating company.

Talented employees wish to work with other top people from diverse skills and backgrounds. The challenge of collaborating with such talent alone can revitalise their work and bring back the enjoyment.

To sum up, sustained and comprehensive talent management strategies are integral for staunching the exodus of top talent from large organisations. Learn to nurture and support them, else be prepared to bid ‘adios’ to this top talent forever!

PAYAL CHANANIA

Get your argument skills in place

Published on Wednesday, Jul 29, 2009

Some people can argue very well. They can win an argument on anything against anybody… and also easily persuade the other person to their way of thinking.

The rest of us find it extremely difficult to even get a simple point across in an argument, valid as it might be. It may be because we are afraid of speaking, clam up, stumble over words or cannot express ourselves properly. The end result is that ot hers don’t believe what we are saying and we have to resignedly give in to the argument. We tend to withdraw into our shell and hang back during arguments as we are unable to stand up for ourselves and say what we feel. But, being able to make your point in an effective manner is quite essential. Else, it is an open invitation for everyone to treat you like a doormat.

Healthy arguing is an important skill that will enable you to share your thoughts or differing opinions on a subject under discussion. Also, disagreements are bound to crop up at work and you will need to argue to state your views, resolve a conflict and even get what you want!

Here, it is important not to confuse arguments with fights, instead think of it as healthy debate and discussion.

Being effective

• Healthy arguing begins with a willingness to listen to what the other person is saying. If you keep thinking of what you will say, it will only distract you from understanding his point. Also, acknowledging his point of view will show that you respect his opinion even if you do not agree with it.

• Be patient and wait for your turn to speak instead of rudely interrupting the speaker or cutting him off. This courtesy may very well prompt him to return the favour.

• But, chances are high that you may still not get a chance to get a word in sideways. Now, you have to be firm and directly tell him to let you speak. Even if he interrupts you, always persist in finishing your point with a firm, “As I was saying…”

Coming to the actual issue of making an effective argument, first decide your goal and always keep in mind what you really want to accomplish. Accordingly, frame a forceful argument based on objective information. Concentrate on offering clear, precise and logical insight into your parameters with sufficient supportive evidence to back your claims. After all, your argument will be effective only when you can express a connected series of statements intended to establish a definite proposition.

Prepare yourself to counter the issues or weaknesses that the other party may raise with relevant facts and logic. Subtly point out that he is wrong, but also be willing to concede if your stand appears to be faulty.

To be convincing, it is equally important to properly form and vocalise your view. This calls for a good, firm posture that emanates power and confidence without appearing aggressive, confrontational or intimidating. Remember to look the person in the eye when speaking; never clench your fists. Speak assertively in a calm and collected voice when arguing your points. Maintain a steady, medium tone that is neither too soft nor high-pitched. Also, choose your words carefully to be able to clearly convey your point.

Keep a tight control on yourself without shouting, getting defensive or resorting to insults. A calm, logical approach will win you more points than lashing out in anger.

It is easy to get carried away during the argument and deviate from the main agenda. Ensure that you keep the dialogue on course and do not lose sight of the ultimate goal.

Last but not the least; remember that being persuasive does not mean always winning or getting your way. Your goal is to get the other person to simply hear your point of view and not necessarily induce him to agree with you (although that would be quite nice). Be willing to compromise and reach a mutually acceptable resolution at best.

PAYAL CHANANIA