From now on i will publish a series of blogs that will focus on the environment at work and the team with which i am working at my first job.
Among my team mates are :
SPA - The functional manager - she is steeped in energy. Someday i hope to be able to lead a team the way she does.
RNM & KS - the tech leads - great people to work with. I have really no fears or inhibitions working with these people. These people are the ones making my work environment extremely conducive to continuous evolution in terms of personal development and technical knowledge repository.
JRK AR ARg BB PC - my contemporaries - though some are way too senior i find them very cooperative and easy to get along with. I admire certain qualities in each and every one of them.
The first phase of my career i intend to spend in imitation. The best and fastest way in which i can develop myself professionally is by the method of imitation. I intend to imitate the good practices that my contemporaries and managers are practicing and avoid practices that i feel would be detrimental to my advancement.
The stuff i am working on is intersting and challenging. But there is one thing that i have to remember. Everything is ephemeral. The only thing permanent is the character that i build for myself based on my experiences and the knowledge that i gain at work.
Thursday, November 03, 2005
Team work and its relevance
http://www.nilacharal.com/stage/katturai/team.html
This link will take you to the article that I am going to plagarize now.
Its a very interesting article on the need for team work and what teamwork means in the Indian context. The crab mentality of Indians seems to be well captured.
I found the very essence of all training on team work and group dynamics very well captured in this one article. Remember this article throughout any career.
Lack of teamwork and co-operation is one of the most serious problems affecting progress in all areas of India and wherever Indians work worldwide. The key problem in India is always implementation, not lack of policies. We have great policies and ideas about how to do things, but severely lacking teamwork.
When the Japanese came to work in India to develop the Maruti Suzuki car, a joke went around that one Indian was equal to 10 Japanese: Indians were very smart, capable and dedicated individuals. But 10 Indians were equal to 1 Japanese: Indians lacked team spirit and co-operation
What makes matters even worse is our "crab" mentality – if someone is trying to climb higher and achieve more, the others just drag him down. The signal that the others send out is, " I wouldn’t do it; I wouldn’t let you do it; and if by change you start succeeding, we will all gang up and make sure that you don’t get to do it."The question is: Where does this attitude come from, and how do we recognize and handle it?
Hierarchical System
Part of the problem is our cultural background. WeÂ’ve had feudal and a hierarchical social system in which whoever is senior supposedly knows best. This was fine in earlier times when knowledge and wisdom were passed on orally; but in modern society, there is no way that one person can know everything. Today, you may find that a young computer-trained person has more answers for an accounting problem than a senior accountant has. Until we understand how best to leverage this diversity of experience, we will not be able to create and fully utilize the right kind of teams.
Sam Pitroda:
In my younger days in the US, I attended an executive seminar for Rockwell International, where about 25 senior company executives had congregated for a week for strategic discussion. In the evenings, we would break out into five different groups of five people each. In those group workshops, someone would delegate tasks, saying: " You make coffee; you take notes; you are the chairman; and you clean the board" ;. The next day, there would be different duties for each group member. No one ever said, " But I made coffee twice or I cleaned the board entire day". I thought to myself, if this were happening in India, people would be saying, " But I’m the senior secretary – why should I make the coffee and you be the chairman?" Hierarchy comes naturally to our minds.
What Derails a Team?
Group work requires a thorough understanding of the strengths and weaknesses of individuals irrespective of their hierarchy. Because of our background, we often don’t learn how to exercise and accept leadership- to lead and to follow – simultaneously. Some gravitate toward exercising leadership, and others gravitate toward accepting the lead of others. But in true teamwork, everyone needs to do both.
Being a good team player implies respect for others, tolerance of different points of view and willingness to give. The ability to resolve conflicts without either egotism or sycophancy is a very important aspect of being a team player: You have to agree to disagree. I find that people in India somehow tend to focus on achieving total agreement, which is almost always impossible. So before work begins people want everyone to agree on everything instead they should say OK. This is what we agree on, so let’s start working on this. What we don’t agree on, we will resolve as we go along". For things to move forward, it’s important to work on the agreed-upon aspects and not get bogged down in the areas of disagreement. Yet another snake that kills teamwork is people’s political agendas. You’ve got to be open, clear and honest to be a good team player. Most people though, have a hidden agenda – they say something but mean the exact opposite. I call it "split-level consciousness". To say and mean the same thing is a very critical part of a good work ethic.
Criticizing the individual or the idea?
When Sam was working in C-DOT (400 employee size company), If someone had not been doing well, Sam used to tell the person directly to his face in a general meeting. The employees said that was insulting and they should be pulled aside individually to be told of the inefficiency. But in today's world, you cannot afford to do that every time. Besides, Sam figured that criticizing someone in a meeting was for the benefit of all present, and everyone could learn from that individual's mistakes. It was then that Sam learned how Indians do not differentiate between criticizing an idea and criticizing an individual.
So in a group, if you tell someone that his idea is no good, he automatically takes it personally and assumes that you are criticizing him. No one can have a good idea everyday on every issue. If you disagree with my idea, that does not mean that you have found fault with me as a person. Thus, it is perfectly acceptable for anyone to criticize the boss - but this concept is not a part of the Indian System. So from time to time, it is important for an organization's Chief Executive to get a report on the psychological health of the firm. How do people in the team feel? Are they stable? Confident? Secure? Comfortable? These are the key elements of a team's success. For a boss to be comfortable accepting criticism from subordinates, he must feel good about himself. Self-esteem is a key prerequisite to such a system being successful.
Mental Vs. Physical Workers
Another serious problem facing India is the dichotomy and difference in respectability between physical and mental workers, which seriously affects team performance.
Mr. Sam had a driver named Ram, who he thought was one of the best drivers in the world. He used to open the door for him whenever he entered or exited the car. Right in the first few days Sam told him " Ram bhai, you are not going to open the door for me. You can do that If I lose my hands". Ram almost started crying. He said, " Sir, what are you saying? This is my job!" Sam told him that I didn't want to treat him like a mere driver. He had to become a team player. Sam told him that whenever he was not driving, he should come into office and help out with office work - make copies, file papers, send faxes, answer phone call or simply read - rather than sit in the car and wait for me to show up.
Diversifying tasks increases workers' self-esteem and motivation and makes them team players. Now, even If Sam calls him for work in the middle of the night, he is ready - because Sam respects him for what he does. Team Interactions unfortunately, when good teams do get created, they almost invariably fall apart. In our system today it is very difficult to build teams because nobody wants to be seen playing second fiddle. It is very hard in India to find good losers. Well, you win some and you lose some. If you lose some, you should move on! You don't need to spend all your time and energy of different cultural backgrounds, religions, ethnicities and caste groups - a fertile ground of diversity in the workplace. We should actually be experts in working with diversity. But it can only happen when we get rid of personal, caste and community interests.
There could be a 40-year-old CEO with a 55-year-old VP. It has nothing to do with age; capability and expertise are what counts. But you don't yet see these attitudes taking hold in India. Managers in the US corporate environment who work with Indians - and in fact, with Asians in general - need to recognize that these individuals have a tendency to feel that they are not getting recognition or are not being respected. It must be realized that these individuals have lower self-esteem to begin with and therefore have to be pampered and encouraged a little more because they need it. This makes them feel better and work better. No Substitute for Teamwork. Teamwork is key to corporate and national governance, and to get anything done.
The fundamental Issues are respect for others, openness, honesty, communication, willingness to disagree, resolution of conflict, and recognition that the larger goal of the team as a whole rumps Individual or personal agendas.
Don't be afraid of pressure.
Remember that Pressure is what turns a lump of coal into a diamond.
This link will take you to the article that I am going to plagarize now.
Its a very interesting article on the need for team work and what teamwork means in the Indian context. The crab mentality of Indians seems to be well captured.
I found the very essence of all training on team work and group dynamics very well captured in this one article. Remember this article throughout any career.
Lack of teamwork and co-operation is one of the most serious problems affecting progress in all areas of India and wherever Indians work worldwide. The key problem in India is always implementation, not lack of policies. We have great policies and ideas about how to do things, but severely lacking teamwork.
When the Japanese came to work in India to develop the Maruti Suzuki car, a joke went around that one Indian was equal to 10 Japanese: Indians were very smart, capable and dedicated individuals. But 10 Indians were equal to 1 Japanese: Indians lacked team spirit and co-operation
What makes matters even worse is our "crab" mentality – if someone is trying to climb higher and achieve more, the others just drag him down. The signal that the others send out is, " I wouldn’t do it; I wouldn’t let you do it; and if by change you start succeeding, we will all gang up and make sure that you don’t get to do it."The question is: Where does this attitude come from, and how do we recognize and handle it?
Hierarchical System
Part of the problem is our cultural background. WeÂ’ve had feudal and a hierarchical social system in which whoever is senior supposedly knows best. This was fine in earlier times when knowledge and wisdom were passed on orally; but in modern society, there is no way that one person can know everything. Today, you may find that a young computer-trained person has more answers for an accounting problem than a senior accountant has. Until we understand how best to leverage this diversity of experience, we will not be able to create and fully utilize the right kind of teams.
Sam Pitroda:
In my younger days in the US, I attended an executive seminar for Rockwell International, where about 25 senior company executives had congregated for a week for strategic discussion. In the evenings, we would break out into five different groups of five people each. In those group workshops, someone would delegate tasks, saying: " You make coffee; you take notes; you are the chairman; and you clean the board" ;. The next day, there would be different duties for each group member. No one ever said, " But I made coffee twice or I cleaned the board entire day". I thought to myself, if this were happening in India, people would be saying, " But I’m the senior secretary – why should I make the coffee and you be the chairman?" Hierarchy comes naturally to our minds.
What Derails a Team?
Group work requires a thorough understanding of the strengths and weaknesses of individuals irrespective of their hierarchy. Because of our background, we often don’t learn how to exercise and accept leadership- to lead and to follow – simultaneously. Some gravitate toward exercising leadership, and others gravitate toward accepting the lead of others. But in true teamwork, everyone needs to do both.
Being a good team player implies respect for others, tolerance of different points of view and willingness to give. The ability to resolve conflicts without either egotism or sycophancy is a very important aspect of being a team player: You have to agree to disagree. I find that people in India somehow tend to focus on achieving total agreement, which is almost always impossible. So before work begins people want everyone to agree on everything instead they should say OK. This is what we agree on, so let’s start working on this. What we don’t agree on, we will resolve as we go along". For things to move forward, it’s important to work on the agreed-upon aspects and not get bogged down in the areas of disagreement. Yet another snake that kills teamwork is people’s political agendas. You’ve got to be open, clear and honest to be a good team player. Most people though, have a hidden agenda – they say something but mean the exact opposite. I call it "split-level consciousness". To say and mean the same thing is a very critical part of a good work ethic.
Criticizing the individual or the idea?
When Sam was working in C-DOT (400 employee size company), If someone had not been doing well, Sam used to tell the person directly to his face in a general meeting. The employees said that was insulting and they should be pulled aside individually to be told of the inefficiency. But in today's world, you cannot afford to do that every time. Besides, Sam figured that criticizing someone in a meeting was for the benefit of all present, and everyone could learn from that individual's mistakes. It was then that Sam learned how Indians do not differentiate between criticizing an idea and criticizing an individual.
So in a group, if you tell someone that his idea is no good, he automatically takes it personally and assumes that you are criticizing him. No one can have a good idea everyday on every issue. If you disagree with my idea, that does not mean that you have found fault with me as a person. Thus, it is perfectly acceptable for anyone to criticize the boss - but this concept is not a part of the Indian System. So from time to time, it is important for an organization's Chief Executive to get a report on the psychological health of the firm. How do people in the team feel? Are they stable? Confident? Secure? Comfortable? These are the key elements of a team's success. For a boss to be comfortable accepting criticism from subordinates, he must feel good about himself. Self-esteem is a key prerequisite to such a system being successful.
Mental Vs. Physical Workers
Another serious problem facing India is the dichotomy and difference in respectability between physical and mental workers, which seriously affects team performance.
Mr. Sam had a driver named Ram, who he thought was one of the best drivers in the world. He used to open the door for him whenever he entered or exited the car. Right in the first few days Sam told him " Ram bhai, you are not going to open the door for me. You can do that If I lose my hands". Ram almost started crying. He said, " Sir, what are you saying? This is my job!" Sam told him that I didn't want to treat him like a mere driver. He had to become a team player. Sam told him that whenever he was not driving, he should come into office and help out with office work - make copies, file papers, send faxes, answer phone call or simply read - rather than sit in the car and wait for me to show up.
Diversifying tasks increases workers' self-esteem and motivation and makes them team players. Now, even If Sam calls him for work in the middle of the night, he is ready - because Sam respects him for what he does. Team Interactions unfortunately, when good teams do get created, they almost invariably fall apart. In our system today it is very difficult to build teams because nobody wants to be seen playing second fiddle. It is very hard in India to find good losers. Well, you win some and you lose some. If you lose some, you should move on! You don't need to spend all your time and energy of different cultural backgrounds, religions, ethnicities and caste groups - a fertile ground of diversity in the workplace. We should actually be experts in working with diversity. But it can only happen when we get rid of personal, caste and community interests.
There could be a 40-year-old CEO with a 55-year-old VP. It has nothing to do with age; capability and expertise are what counts. But you don't yet see these attitudes taking hold in India. Managers in the US corporate environment who work with Indians - and in fact, with Asians in general - need to recognize that these individuals have a tendency to feel that they are not getting recognition or are not being respected. It must be realized that these individuals have lower self-esteem to begin with and therefore have to be pampered and encouraged a little more because they need it. This makes them feel better and work better. No Substitute for Teamwork. Teamwork is key to corporate and national governance, and to get anything done.
The fundamental Issues are respect for others, openness, honesty, communication, willingness to disagree, resolution of conflict, and recognition that the larger goal of the team as a whole rumps Individual or personal agendas.
Don't be afraid of pressure.
Remember that Pressure is what turns a lump of coal into a diamond.
Sunday, October 02, 2005
relationship - my single status
Strange - i never expected to feel bad about the fact that i am single; but today i did. I am missing a relationship.
For more than four years now (reaching five) i have been single. I thought i would wait for the right one and not hurry things up in any way. Today i feel that i have been taking it a little too slow or rather i have not been trying to make any effort whatsoever.
I am probably ready for a relationship now. I think I have matured enough over the last five years. However a relationship with me is going to be a very tough thing to keep up for the mod women/girl of today. Actually the above statment need not be true cause i have not been in a relationship of any sort to validate that point.
I dont think i will see myself in a relationship in the immediate future but i do feel that sometime soon (i'd say the near future) there is going to be something amazing that is going to happen.
This time in my life i will be ready for that something amazing and hoping to truly enrich my life from it.
For more than four years now (reaching five) i have been single. I thought i would wait for the right one and not hurry things up in any way. Today i feel that i have been taking it a little too slow or rather i have not been trying to make any effort whatsoever.
I am probably ready for a relationship now. I think I have matured enough over the last five years. However a relationship with me is going to be a very tough thing to keep up for the mod women/girl of today. Actually the above statment need not be true cause i have not been in a relationship of any sort to validate that point.
I dont think i will see myself in a relationship in the immediate future but i do feel that sometime soon (i'd say the near future) there is going to be something amazing that is going to happen.
This time in my life i will be ready for that something amazing and hoping to truly enrich my life from it.
Sunday, September 25, 2005
Thoughts on Work - Jargons !????? !
Yeah the title says it all. Its all about jargons now.
Being a techie has a big negative impact on my communications outside office. Some might say that there are no "issues" there since its all a part of English and the ultimate meaning is the same. But i believe that my use of techie jargons just reduces my communicative effectiveness in the normal world. (i dont imply that as a techie i live in an abnormal world).
The problem seems to be that the use of these jargons in office has not been of any help to me either. Its probably due the fact that i am still fresh out of college and my "ramp" up is still in progress. In any case i am sure that i will have to evolve a stratergy that will increase the effectiveness of my communication without the excessive use of jargons.
There is one piece of advice that i have found to be very useful - "love the job that you do more than the company that you work for". As much as you may love your company, if you are not performing at your job the company is most likely to kick you out. I seem to love my job as of now. I am in awe of my company no doubt, I will have to somehow create a healthy mix of love for my job and respect for my company.
I need to organize myself better at work. i need to cut down on the clutter. Ways in which i am implementing this will probably be the content of my future blogs
Being a techie has a big negative impact on my communications outside office. Some might say that there are no "issues" there since its all a part of English and the ultimate meaning is the same. But i believe that my use of techie jargons just reduces my communicative effectiveness in the normal world. (i dont imply that as a techie i live in an abnormal world).
The problem seems to be that the use of these jargons in office has not been of any help to me either. Its probably due the fact that i am still fresh out of college and my "ramp" up is still in progress. In any case i am sure that i will have to evolve a stratergy that will increase the effectiveness of my communication without the excessive use of jargons.
There is one piece of advice that i have found to be very useful - "love the job that you do more than the company that you work for". As much as you may love your company, if you are not performing at your job the company is most likely to kick you out. I seem to love my job as of now. I am in awe of my company no doubt, I will have to somehow create a healthy mix of love for my job and respect for my company.
I need to organize myself better at work. i need to cut down on the clutter. Ways in which i am implementing this will probably be the content of my future blogs
Friday, August 19, 2005
Why do people make it to where they are ...
It is highly improbable that new hires at any company get to meet their business unit heads within three weeks for a round table discussion. I had the rare privilege of meeting my head Mr. BH today. The man seems to be very very competent.
What struck me the most about the man is his simplicity in appearance and his firm attitude. He seems to be gauging the inherent potential that could be used to launch the business unit towards greater achievements.
One of the complaints that John Whitney seemed to have about TII was that we Indians seemed to miss out on the big picture. We are so preoccupied with the smaller issues we tend to overlook the big picture which is just as important.
Mr BH seems to be in tune with the big picture besides being in touch with the lower echelons of his staff. I hope to prosper under his leadership and the mentorship of my team.
We probably need more visionary leaders like MR. BH
What struck me the most about the man is his simplicity in appearance and his firm attitude. He seems to be gauging the inherent potential that could be used to launch the business unit towards greater achievements.
One of the complaints that John Whitney seemed to have about TII was that we Indians seemed to miss out on the big picture. We are so preoccupied with the smaller issues we tend to overlook the big picture which is just as important.
Mr BH seems to be in tune with the big picture besides being in touch with the lower echelons of his staff. I hope to prosper under his leadership and the mentorship of my team.
We probably need more visionary leaders like MR. BH
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