Monday, July 18, 2016

Setting your Personal Goal; Planning to Live Your Life Your Way

Dear All,

Today, I  prepared my personal goal for year 2073/74. I found these resources helpful.


      2.       Book by Brain Tracy : GOALS! How to Get Everything You Want – Faster Than You Ever Thought Possible

If you also want to prepare your personal goal and need some assistance than do not hesitate to contact me.


How To Say Anything To Anyone

Greetings All,

I expect from all to read this article and apply in our professional relationships.

How to Say Anything to Anyone
A Guide to Building Business Relationships that really work (SHARI HARLEY)
Chapter 1: How to Establish Candid Relationships
Tips1: What if you started every relationship by
creating an agreement about how you will treat each other?

We assume people will do things the same way we do, such as be on time for appointments, pay their fair share in a restaurant, and tell us in advance if they’re going to miss a deadline—because that’s what we do. We don’t tell people what we expect from them, because we don’t think we need to. It’s a little like being frustrated that you weren’t given audit assignment to manage that you never asked for. Or hoping for a new iPhone for your birthday but not telling anyone, and then being annoyed when you receive a Samsung phone.

Effective Business Relationship Language
Tips 2: Consider using the following language when starting business relationships.

Kicking Off Relationships with Direct Reports (Subordinates)
“As your manager, my job is to help you get where you want to go, whether that is within this organization or elsewhere. As a result, I’m going to let you know anything I hear you say or see you do or see you wear that either contributes to your success or gets in the way of it.”

Kicking Off Relationships with Direct Supervisors
“I’m committed to my professional development, and I’m always looking for growth opportunities. I hope that if you hear me say or see me do or see me wear anything that gets in the way of how I want to be seen, you will tell me. I promise I’ll be receptive and say thank you. I also, of course, hope you’ll tell me the things I do well that are in line with your expectations.”

Kicking Off Relationships with Coworkers
“I want a good relationship with you. If we work together long enough, I’m sure I’ll screw it up. I’ll wait too long to reply to an email, make a mistake, or miss a deadline. I’d like the kind of relationship in which we can talk about these things. I always want to know what you think. And I promise that no matter what you tell me, I’ll say thank you. Is it okay if I work this way with you?”

Managers who take the time and make the effort to set expectations build trust, rapport, and relationship—the elements of smooth working relationships.

Although supervisors don’t need permission to give their direct reports feedback, many are hesitant to do so. They don’t want to offend or damage a new relationship. Like most people, managers are concerned that if they give negative feedback, they won’t be liked or their employees might quit. You might be thinking, “It’s my boss’s job to give me feedback. I shouldn’t have to ask for it.” And you’re right. Your boss should give you feedback and you shouldn’t have to ask for it. But if he doesn’t, you’re at a huge disadvantage. You may spend massive amounts of time on projects that aren’t really important. You may not be given opportunities and never know why. And you may think your performance is strong, only to find out otherwise when you receive a mediocre performance review and a nominal pay increase. So yes, your boss should give you feedback without your having to ask for it. You can be right all day, but your righteousness won’t get you any closer to the career or business relationship you want.

Give People Permission to Tell You the Truth.

Remember: No matter how hard you try, you will make mistakes. If a relationship lasts long enough, at some point you’ll take too long to return a call, provide misinformation, or disappoint the other person in another way. Wouldn’t you like your boss to tell you when you make a mistake, giving you a chance to make things right before getting that bad review or perhaps being fired?


Tuesday, May 24, 2016

The power of positive criticism 2

Greetings All,

Positive criticism tips, from Hendrie Weisinger self-help book “The Power of Positive Criticism”

Tip #1 Befriend Criticism

Criticism comes with any job. It doesn’t matter whether you are a president, accountant, auditor, teacher, banker, player, salesperson or consultant.
Criticism comes with your job. And since it does, you might as well befriend it so that you can make it work for you.

Unfortunately, the overwhelming majority of working people find this to be a most difficult task.

How many of you come home each day and say, “Brother, I had a great day today, I got criticized.”

What makes it difficult to befriend criticism? What’s so bad about being criticized?
Answer is you think “Criticism is negative.”
You evaluate criticism as a negative, and this negative evaluation of criticism dictates that you will almost always experience distressed feelings and act counterproductive to your interests. Criticism is so frequent; you will inevitably find that the mere thought of your presentation being criticized by your team members creates high anxiety.

Criticism is essential. Performance appraisal, team functioning, quality control, customer service, leadership and management development, and managing conflict are all daily organizational tasks that drive the welfare of an organization. In each of these tasks, giving and taking criticism is an essential and underlying factor as to how well the task is performed. For example, you cannot have an effective team unless team members can give and take criticism to and from each other. If an executive cannot take criticism, or if those close to him are ineffective in giving it to him, he has little chance of developing himself or his leadership skills.

Use criticism as tool to motivate, educate, develop, teach, and build relationships.

Write down a positive criticism message in high-visibility location. Every time you (and others) see it, you will be reinforcing your reappraisal of criticism as a positive.
Examples you could use are:

“Criticism is information that can help me grow.”


Most Viewed Motivational video in Youtube

Greetings All,


Motivational video from Shiv Khera (Motivational Speaker). Key points from the video are highlighted below:
Ø  Are People Assets for an Organization? No, only Good People are Assets rest are all Liabilities.
Ø  Goodness always needs to be cultivated, evils happens.
Ø  We don’t have business problems we have people problems.
Ø  We are hired for our skills; we are fired for our behavior.
Ø  There are two types of issues in people, one is attitude and other is value. 90% are attitude problem.
Ø  Positive thinking with positive effort and action increases the probability to success.
Ø  Mohammad Ali, said to succeed you need the skill and you also need will.
Ø  Athletes trained for 15 years for 15 seconds performance.
Ø  Most people want to succeed but very few people are willing to pay the price to prepare to succeed.


How to meet your deadlines!

Greetings All,

Note :Click on the image to enlarge

1. Agree on specific deadlines!

Never agree to an impossible deadline to please someone. Otherwise, over the long haul this will do more harm than good: You will not only lose your supervisor trust, but you will also be stuck with a assignment that will bring nothing but irritation and problems, right from start.

2. Put it in writing!

Always record your commitments and deadlines in writing. It will help to counteract your forgetfulness. Enter deadlines into your planner (Daily plan, Audit program). Also record small, apparently insignificant commitments in writing. For instance, if you have scheduled an appointment with an auditee, send out an e-mail or an invitation via Outlook. This ensures that both parties clearly know when the meeting was supposed to take place.

3. Identify the purpose!

When you agree to a deadline, describe in detail what is to accomplished, completed by this deadline. The expectations on both sides need to be crystal clear, otherwise this can result in unpleasant misunderstandings down the road. If you have to work on multiple tasks, you need to prioritize. But that is only possible if you know what the purpose of the work is, what is most important for the company.

4. Be efficient and to be effective!

It is crucial to distinguish between effectiveness and efficiency. If you are effective you are doing the right things. If you are efficient you are doing the things right. In other words, effectiveness is the goal and efficiency addresses the way! Effectiveness asks the “what” and efficiency asks the ‘how’.

5. Keep others informed

Tell your co-worker and supervisor about your commitments and also the deadlines for the milestones. This will help you to define goals. It serves as an additional motivating element and will help you to stick with the milestone deadlines.

6. Get help early!

When things get sticky you should consider: what activities do I have to take care of myself, what can I delegate or outsource? Who can help me right now: co-workers, supervisor, manager?               By the way: When things get tight, avoid multi-tasking. This will only waste more time. Always start with the unpleasant tasks first.

7. The worst case scenario: you cannot meet the deadline!

Inform all those involved as soon as it becomes apparent that you cannot meet the deadline. Once the cat it out of the bag, and you will miss the deadline, you must inform in a timely manner and present alternatives: this will not necessarily always result in a schedule delay. You can always propose to reduce the deliverable scope to those involved and meet the deadline that way. The key is to inform early in the process and to give those involved the option to decide about the alternatives. This way you can at least prevent the situation from getting worse.


Get used to thinking like an employer instead of an employee

Greetings All,

One of my friend asked, how employee can turn to entrepreneur?. I told him he is an entrepreneur, if changes his mindset, that is  “think yourself as owner of {Your name} & Co. you provide service to organization that you are working. To provide best service and establish yourself as leader, you should have 4E’s and P. 

It's when you aim for progress not security, start to think big picture, stretching your comfort zone, that you can start moving forward and achieving greater results.


KYS (Know Yourself as Supervisor)

Greetings All,

The supervisor is supervisor and everyone is different. I will try to classify the supervisor into some category that will help you understand yourself as a supervisor.

Great Supervisor
Great personality who is a thorough professional, wants to learn and teach people. He is a motivator, innovator and takes the team to ride.
Just do it Supervisor
This type of supervisor is target based and s/he wants things to be done at any cost. If you can get the job done, s/he is happy.

Mean Supervisor
Is very mean and does not want anybody else to take the credit. Whatever you do, s/he will pose as s/he has done it.

Indifferent Supervisor
This type of supervisor is indifferent to business. He is neither worried about the performance or non-performance.

Pain in neck supervisor
You can never please them and they have a habit of finding fault in everything.

Diplomatic supervisor
Is the one who critically analyze the situation and take necessary steps accordingly. They have smart brain in their head.

Selfish Supervisor
This type of supervisor always uses people and throws them out. S/He has his own secret motives.