My Own Seven Habits - The TRIUMPH Formula

MY OWN SEVEN HABITS - THE  'TRIUMPH' FORMULA
          

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(Stephen Covey, the author of 'Seven Habits of Highly Effective People' is no more with us.  But he will be remembered by millions for what he taught us which, according to him, 'all that people had to do was form habits out of their best instincts.'

Pondering over the reasonably successful career that I had, rather than 'beginning with the end I'n mind', i recall, beginning from the end (of my career),   how I could succeed I'n my career by following  what I would call the 'TRIUMPH formula, my own seven habits.

I write this article as a humble dedication to this great management Guru - some humble thoughts  from an ordinary mortal  'to Fortune and Fame unknown')
                                            
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As an ordinary man, i could succeed I'n my career getting opportunities and challenges throughout my career and I which I readily embraced. . While looking back, i find that what helped me was the TRIUMPH formula - This word has seven letters and i would call it the seven habits, which are explained below.

Thinking

If you want to improve, you have to make thinking a habit. When you start thinking, you get several ideas, you get clarity about the subject  you think about, you get a deeper understanding of the subject. I used my leisure time to think on various aspects with regard to my own improvement. Gradually, the thoughts began to appear to me every time i had time to think of, the leisure time.

Thus i could think of something  while traveling I'n a bus on way to my office, on return from office, while sleeping and while awake during sleep due to broken or disturbed sleep. This  way, some one could say that i productively used my time.  Many times, when my sleep used to get  cut off  around 3 or 4 0'clock I'n the morning, thoughts used to rush to my mind. I'n fact, i was very particular about putting down these thoughts in writing, the moment i landed at  the office - either scribbling on a piece of paper or so,  sometimes  dictating straightway to my P.A. The result - the bulk of my writings running over seventy pieces, turned to be nicely written articles. And  no wonder, these got published in quick succession too.

 I recall what Tom Peter had said in his Tom Peters Seminar. According  to  him, Samuel Johnson,  said: 'all intellectual improvements arise I'n leisure.' another example of this, he says is that 'when stuck, Thomas Edison would unfailingly take a nap.'  and again he says, according  to a US  poet laureate, 'we don't pay enough attention to day-dreaming, without which no bridges would soar, no light bulbs burn, and no Greek warships set upon Homer's 'wine-dark-sea.' Abdul Kalam himself has advocated about the benefits of dreaming.

Reading

Reading is another way to enhance one's knowledge as also thinking. I used to at least go through quickly the various magazines, journals, books etc. that Prof.  Menon (with whom i worked for almost a decade) used to receive regularly. Again, reading books from libraries is something i cultivated as a practice. When i was I'n the Personnel Division of DOE, hundreds of books were available I'n the library and i could say i benefited a lot by reading them.Seeing my writings, Mr.Vittal, Secretary of the Department himself used to recommend to me the books that he would order for the library to  read. I could read and benefit immensely through several latest management books by great writers.


Inspiration

I have derived great inspiration  from Prof. M.G.K. Menon,  This was indeed a rare and great opportunity, since he was involved in a wide spectrum of activities and had held multiple responsibilities. But it is necessary to have the urge to learn from great people.  I used to watch carefully the way he writes, the way he makes decisions, the way he talks, the way he delivers a speech etc. I'n fact, i used to watch every aspect of his working. Even mere watching him this  way was a great inspiration. I used to read his decisions on files and also used to try to go into the rationale for his decision.

Watching the way he communicates, through letters particularly, made me learn many things. Each aspect of a letter - the beginning, the words used, the style, the conclusion, rather a deep study of it through all of which i could imbibe some of his style which enabled me greatly to think of what way he would like a letter to be written. And by doing this, i could attempt letters he wants to write, almost the way he would himself write. This helped me  a lot I'n terms of confidence building and also making him have confidence I'n me  about my capabilities. He used to say, as communicated by some one else to me, that ' CVS knows what exactly I want.' What a great inspiration he was for me.

Uniqueness

By uniqueness i mean cultivating some special qualities and maintaining  them. It could also mean creating a niche for you, a brand for you and a demand for you through your abilities, qualities and capabilities; and a self-image through which others will perceive you. In my career i could show my talents through the opportunities i received, and others, particularly my bosses at various times associated me to work with them by a so- called image and brand i could create which transformed into a demand  for my services. A major demand  for my services was for working as Officer on Special Duty In  the Science Advisor Council to Prime Minister, and I'n fact I had actually performed special duties which earned appreciation for my work from all members of the Council, including it's Chairman, Prof. C.N.R. Rao.

Motivation

Motivation plays a very important part I'n an individual' development.  Normally, one does not expect any kind of motivation I'n Government.  But I'n my case, throughout my 25 year career I'n the Government, i  was fortunate to get abundant motivation, not only I'n my actual work, where i could excel, but also I'n my writings. Mr. N. Vittal was the prime motivator for whatever little i have succeeded  I'n my writings. A few poems, a note analyzing the way Mr. Vittal functioned, a few articles on time management, personnel matters etc. were all well appreciated by him through encouraging remarks to spur my activity I'n this  field further. I could write fifty odd articles. A compilation of all my articles on HR was liked by him and he readily gave a foreword for a book containing all those articles.

Even, after my retirement, after a lapse of over a decade, i started writing, made possible by an iPad gifted to me by my son. And again, it was Mr. Vittal, who continued his motivation for my writings, appreciating the few short pieces that i mailed to him and prodding me through his advice: 'Dear CVS, keep writing.' Of course, the best motivation is self-motivation (driven by an "I can do" attitude) which also i could practice. I'n fact, i am motivating myself at the age of 75 by engaging myself I'n thinking and writing on whatever comes to my mind.

Perseverance

You have to practice  patience and perseverance. Because all efforts by you may not produce quick results as you expect. At the same time, continuous efforts with focus on your goals will certainly take you there. I'n my case, i persisted I'n my efforts to get my compilation of articles on human resources published as a book, come whatever may. And after several attempts spanning over a period of three years, my dream came true. I became the author of a book! One can recall what Confucius said: 'our greatest glory is not I'n never failing, but in  rising every time we fail.' My immediate boss was thrilled and said to me: 'I say CVS, i always knew you will be persistent.'

Humility

One should be humble always, irrespective of whatever one may have achieved. People will always respect a humble person. Mr. Narayana Murthy referred to him as an ordinary individual. Not only that, humbleness, and the associated simplicity should always be your hall mark. I'n my case, many of my subordinates still respect me, since i had always treated them as friends first and then their boss, allowing them freedom to indulge I'n jokes I'n the workplace. If you read together  the first letters of each of the above qualities it will read TRIUMPH, and so it was.

Birth of Akshay

The birth of Akshay

Akshay is the name of my grandson, born on 21 January in America. Well, that was a joyful occasion for me and my wife, as in the case of anybody else. Generally the joy is perhaps more felt by the grandparents, than their son or daughter getting a baby. For, everyone normally asks only the grandparents -to- be : 'when are you becoming thatha or thathi.' This is an indirect way of not hurting the sentiments of the boy or girl who had got married. One reason is directly asking them such a question may be treated as awkward, and secondly as if trying to embarrass them who are just in their youthful prime and who want to enjoy life.

But, believe it or not, when it comes to you, without caring for the sermons to clean up your mind with the thoughts like, 'i', 'mine' etc., selfishness has no barriers when it comes to the birth of your grand child. It is my grandson, it is my grand daughter etc.without  any control of your suddenly acquired joy. We,i.e.,myself and my wife are no exception. Around the time when our daughter in law' delivery was nearing, I fortunately got an ipad, as a gift from my second son, as though this is an indication of more gifts from God in store for us.

For, on the day my daughter-in-law was admitted in hospital, when everybody waits with baited  breadth, the iPad relieved our anxiety to a large extent and through instant exchange of mails, the joy of the grandsons' arrival was served on our platter in a jiffy, on the iPad, the newly born grandson, just out of the washing process. Our joy knew no bounds, no doubt, the joy of my son and his wife too, and that my son's in-laws.

We both felt that our status has been elevated. We have suddenly become 'grand', one meaning of that word being ' of or being like a lord'. Oh lord, we prayed for whatever joy you have bestowed on us. Indeed, we also now 'over'take the iPad every now and then (too much over) and feast our eyes and mind with the photos of our grandson. Whether we are really grand or not, he really, really looks grand to look at.

Well, that is Akshay, our grand son, whose name knows not emptiness (the word symbolizes the Akshaya pathra, the vessel which never gets empty (always full), Akshaya  Thrithiya, the auspicious occasion which comes every year when it is time to  celebrate, conduct auspicious functions, buy ornaments, vessels, clothes and son.
He is also now Akshay kumar (Akshay in his kumar stage, or even the bala stage, though not a hero like Akshay Kumar). But, with this grand looks, fast forward actions and heroics, he will definitely grow into a hero in life. That is anyway our prayer to God.
And, true to his name, he has brought good luck to his papa - a new and better job for him, in America itself. That is Akshay, who will continue to enchant us with his charm.

What is I'n a Name?

WHAT IS IN A NAME?


(by C.V.Subramaniam)



What is in a name? People may ask; and readily quote Shakespeare in support; " What is in a name that which we call a rose by any other name would smell as sweet".  Yes, certainly so, for, even if you call a rose a sore (using the same letters), rather than being an eye-sore, it will still be a delight to watch it's beauty and  enjoy it's fragrance. While it may be so, would not names mean something? They immediately identify the particular objects, persons, places etc. which  carry a particular name and make one conjure up in his mind that very object and nothing else. For that matter, the name rose may indeed refer to rose (and rose only ), as a flower though it may still not smell at all! In some case,names can be great fun too - or at least so when I reflected on my own name - and the changes that occurred in it  from time to time.

The name given to me by my parents was 'Balasubramaniam' and in the school records the entry was, of course with the initials C.V.  But to my surprise, when I took a T.C. To join another school, after my fifth standard, the T.C. only Indicated  C.V. Subramaniam; may be, in their  wisdom, the school authorities thought that the word 'Bala' (meaning boyish) stage is now no more relevant.  Who would fight it out -  my parents also did not mind it. And, for me, I found the advantage, my name would now come within the space provided in the 'labels' I used to get from book-sellers for use on my covered text books and note-books -  what a delight!

My delight suddenly took a turn for the worse, when I was asked to fill in my full (fully expanded)  name in the Certificate Book to be issued after SSLC.  The headmaster looking stern at me insisted that I  write my name truthfully, including surname. Lo, I suddenly discovered that the length of my name crossed all barriers -  it read 'Chittoor Venkitachala Iyer Subramaniam Iyer'. No wonder, Goldsmith had fascination with longish names like 'Carolina Wilhelmina Amelia Tibbs in Vicar of Wakefield (though he would fail, if he were to compete with me). Since I detested the four letter word 'Iyer' (being synonymous with 'priests' generally for fear that my friends would poke fun at me), I actually hesitated for a while, but the headmaster's eyes terrified me and I had to oblige.

When I started applying for jobs, I still continued to write my name as C.V. Subramaniam (though some of the certificates I had, still gave those 38 letters ).  I did this for fear that by the sheer length of my name, perhaps, I may miss a call for the interview.

Came my chance to work with scientists (I was at the Tata Institute of Fundamental Research) where the title 'Doctor' or 'Professor' was a common word I had to use.
When I had to correspond on behalf of my boss (who is a Professor), the reply I got from scientists from abroad invariably contained the title of Doctor or Professor for me! I started feeling some inner pleasure at these given free by scientists (some of them eminent). But the greatest delight I got  was when I found on a  letter that I got from a scientist abroad, my name typed on the envelope as Prof. Super Maniam. My happiness suddenly rose to dizzy heights with the thought : what a Super-man-I-am!

Though I continue writing my name at all conceivable places as 'C.V. Subramaniam' much to my delight again, most of my friends and colleagues, and even my bosses, call me just 'CVS'; even those who write to me start with 'dear CVS' -  may be an acronym for Contracted Version (of) Subramaniam -  what a change all these years - my name suddenly becoming shorter, longer, shorter and to being the shortest (very few names have just three letters!).

My immediate boss in DOE called me on the intercom one morning, immediately after landing in his room after returning from a foreign trip to USA. When I went to him and greeted him, he just handed over to me an empty paper carry bag (what gift if at all, could be there in an empty paper bag, that too folded) and asked me to open and see.
While I saw the letters CVS printed on the bag, my boss said: 'I say, CVS, you are great, see your name is already well known in USA, and  laughed - it was the CVS Pharmacy's paper carry bag. I also had a big laugh and thanked him for preserving it and remembering to 'present' it to me.

Just this New Year day, my son who came from USA gifted me an iPad. And he started at once to create an e- mail account for me (after the Internet and wi-fi connections got activated) and asked me to tell him what e- mail address I wanted. He said cvs and tell something after that. Since he was making me hurry up, the name of my Society building came to my mind immediately; and I said 'Ambar'. He had finished the account creation. Little did I realize then that it could be read as cvsambar. Both of us laughed.
I allowed him to retain the same, since I had made my name somewhat tastier! And it would be easier for everyone to remember.

As I had mentioned earlier, even when I send some mails to Mr, Vittal regarding some of my recently started writings, in the reply I get he always addresses me as 'Dear CVS'

While tending to agree with Shakespeare that finally I continue to be what I have been (whatever way I am referred to), to the question 'What is in a Name?, I could at least say: 'isn't there some fun in a name?'

Patience - A Virtue?

Patience - A Virtue?



We all know of Sir Isaac Newton, his discovery and the laws of Newton; and we all certainly adore  him for this great achievement. But, according to Newton himself, 'If I have ever made any valuable discoveries, it has been owing more to patient attention, than to any other talent'. This amply illustrates the value and greatness of the quality of patience and  those of people who are blessed with this quality, this virtue.


What is Patience :

Patience means good-natured tolerance of delay, or incompetence.. It is thus a measure of your tolerance level of the way somebody acts or some things get done, or some things happening taking more than the required time,or even the way the thing is handled or happens. On the one hand you are keeping your good nature in tact in such a situation, without getting  affected and, on the other, you tolerate whatever happens opposite of the way you want, or whatever happens taking time  longer than required. This quality of Patience in people has been epitomized as a virtue, in fact. But, Is  such a quality desirable?

Need for patience.

Some  things happen, or move I'n a particular fashion, beyond the control of humans. No amount of fretting and fuming will be of any use.   Time is one just example. It moves I'n it's own speed. If we have to wait for one hour for take off of a flight  at a particular point of time, we have to wait for that much of time.  No complaints from our side can make anything happening sooner. But, for some reason, if it  takes more than that one hour, due to reasons unknown to us, the delay automatically  starts testing our patience level. If the reasons for the extra delay is for genuine reasons, we tend to tolerate, but not so if it is otherwise - we start cursing the circumstances, fate, whatever and show our impatience.

Patience - a good quality

Patience is a good quality in many ways. It helps us to function better in various ways, some of which are explained below.

No jumping to conclusion

Patience allows you to examine matters in  detail,analyze, understand and then decide on a particular issue, and therefore more likely I'n such a situation, the act of jumping to a conclusion is avoided and the act or decision is likely to   produce better results. Many a time a decision taken on the spur of the moment lands you in a difficult spot  and you have to think of retracting, sometimes cutting a sorry figure.
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Patient thinking:

Patient thunking allows you to analyze pros and cons of the issue and leads to good decision. The more detailed analysis we can make, the more the chances are for a better,  correct and focused decision.

Listening  first and then talking. .

Patience implies that you listen more than talk. While listening more, you get more information for your judgement and little talk means avoiding pitfalls due to unbridled action. A better listener is a better decision  maker.. And people love you if you are ready to listen to the other party and then respond.

Makes  you cool and then act better.

Generally good decision makers realize that many things move or happen over a period of time,and not instantly. Therefore they know they have to wait with  patience, without getting unnecessarily heated up and having to raise  temper.

Is patience always good?

Patience is not always good. While patience up to a level is good, continued patience will  only weaken your power to make decision, and expose your inefficiency and your incompetence.

Excessive patience could make you a laughing stock; this could be misunderstood as your lack of knowledge and courage to take bold decision. If,  I'n the garb of patience, you go on  dilly- dallying, that could easily be understood, which will give others the chance to dominate over you.

Need for balance.

One has to therefore understand the pros and cons of being patient and exercise a judicious balance in all his actions which would mean that you are reasonably patient enough for the occasion and, at the same time,  taking enough caution to ensure that finally you act as per your judgement,


Patience - when and where necessary:

While dealing with children, dealing with your subordinates, dealing with your boss, dealing with doctors, elders  etc. you  have to always show a reasonable amount of patience.  Everything takes time and many things generally move not as per our own expectations. You must exercise patience I'n such situations. Your impatience might cause irritation to others. I'n the case of financial planning involving investments etc. patience  is a must, for money grows only gradually. You must realize that little drops of water make oceans. Only the slow and steady win the race. Sometimes we may have to sacrifice our immediate pleasures and accept  delayed gratification. Or postponement of our pleasures could reap rich benefits for us in  the long run. Life itself is a long and tiresome journey. We should only  be doing our duty, leaving the rest to God.

Patience - some examples

We have often seen in films the hero who is hesitant to act. At times, when he is attacked by his enemies, he takes all the blows leaving us surprised posing the question ti us, 'is this heroism; what the he'll is he doing, can't he act, how sad' etc. In actual practice, he, by remaining patient initially and suffering on that account, is only  biding time, by remaining patient, and may be drawing within his mind the strategy for a counter attack. For, you see suddenly a reversal of roles, and your sudden inner delight justifies the hero's patience - he wins ultimately.

The recent example of Manmohan Singh's action could also be taken as a lesson in patience. With all sorts of opposition to his silence from his critics and the the label of  'under-achiever' stamped on him, he was spurred into action with big bang reforms, which has come for praise from the industry. One could say that during his silence, he showed grit and patience and perhaps biding for time to open up his strategy. For him, at least, patience has paid off. Perhaps, many may not agree with this view.

Conclusion

Well, it will be agreed that one has to tread with caution, tread with patience in every action of one's life. So, make patience your patent for success. According to James Clavell, 'patience means holding back your inclination to the seven emotions: hate, adoration, joy, anxiety, anger, grief, fear. If you don't give way to the seven, you are patient, then you will soon understand all manner of things and be in harmony with eternity.'

Zero Attrition = Hundred per cent jubilation

Zero Attrition = Hundred Percent Jubilation

Problem of attrition

The news item in Economic Times (18 January, 2012) 'Zero Attrition at ITC as Workforce Wedded for Life' should be an eye-opener for many a HR professional battling the attrition problem to find answers to the pressing demands from Project Leaders wanting to meet deadlines due to job hoppers, by hunting for the right replacements with the right skill sets and with all the urgency it demands, and finding leaders for the growth and expansion plans of the corporates.

Zero attrition means a happy workforce

Lord Krishna, it is said, had 16008 wives and all of them were happy too which Krishna ensured. The strong bond between the Lord and the wives was mainly due to the life-long devotion or Bhakti which his wives showed towards Him and the unlimited bliss and ecstasy that the Lord bestowed on them. That ITC managed to keep half of it's 7000 odd employees I'n a life long relationship could be compared to the devotion of Lord Krishna's wives and the 'corporate bliss and ecstasy' that ITC management could bestow on their employees.


Is Zero attrition possible?

But when it comes to corporate India, can we say that there are organizations, howsoever large, to which all its employees tie the knot, when they join, for a life-long relation? And do they also continue to remain with the organization until retirement, with a similar kind of devotion or bhakti towards their organization, through their duties?

The above question is raised I'n the context of keeping all the talents within the organization in tact and ensuring that there is little or no attrition at all. Assuming that it is possible, the organizations need to have certain special characteristics, with particular emphasis on the recruitment process. And, needless to say that if such organizations have to succeed, the HR has to play the ideal match-making role; not only that, once the employee has 'tied the knot', HR should continue to play the role of a Harmonious Relationship Officer, to ensure that the relationship thrives. and grows from strength to strength.

What the organization should do

Recruitment

A very fool proof recruitment procedure is the first and most crucial step.It should be ensured at the initial recruitment process itself that the people who are selected have all the vital characteristics needed for a life-long relation, somewhat similar to looking for all the vital qualities in a wife-to be, so that once the knot is tied, there is no question of deserting in the middle (though, these days in marriages such desertions are happening increasingly). The qualities which one normally looks are: presentable, adaptability, adjusting to various situations, trust building, coping with challenges in life, grow as mature adults, liking and mingling with other near and dear one's and so forth - all contributing to continuous strengthening of the relation. All these equally apply I'n the case of new recruits. The life-long relation should also provide enough happiness and thrills normally associated with a happy wed-lock.

Training and development

Training and development should be so moulded to ensure the growth of the individual employees taking into account the particular skills to be developed I'n them and, at the same time, ensuring the growth of the organization, through the collective contributions they make while at work. ITC regularly sends their lifers for refresher courses at world class management schools. Not only that, training should involve working I'n various departments so that leaders can easily adapt to changes and the growth of the organization is not inhibited.

Other employee benefits

The employees should have the freedom to express their views and share their ideas with the management. There should be opportunities and challenges I'n the job through which they could grow into mature leaders. The remuneration, rewards, recognition through promotions, special rewards, opportunities for acquiring managerial skills etc. should all be built towards retention. Stock option and through which the sense of ownership and belongingness to the organization is a major tool for employees remaining ever attached to the organization.It is worth remembering I'n this context how Infosys had created millionaires across the organization right from peons and drivers to the top echelons.

What the employees should do

Employees should feel the 'oneness' with the organization and realize that all their efforts are directed towards growth and expansion of the organization, through which they could also grow to be mature leaders. They should be bound to the organization by total devotion which would only benefit them to strengthen the bond, without any thought of separation coming to their mind, and focus on the 'corporate bliss and ecstasy' which the organization could bestow across all levels.

ITC can boast of a 7000 staff company and half of them are wedded to the company for whole life, for the company ensures all of them happy and wedded for life. It is thus amazing that the company has not recruited anyone for nearly 23 years!!

Coming close to ITC is Uniliver where half of the 1500 workforce are lifers. While ITC claims zero attrition at top level, at HUL it is somewhere close to 5 per cent.

Another example - IBM

It is interesting to see how companies like IBM are also able to retain staff for whole life.
To quote from a recent article I'n Harvard Business Review, by Brad Power, the following are some of the salient features practiced by IBM. 'It is built into IBM that once we reach a certain performance we raise the bar. IBM is also different because it hires and develops people for the long term at all levels - not just for today's job openings and not just senior management'. The article further adds, 'to develop talent that can lead the enterprise generation after generation takes money, time and patience. And this is not just about people at the top - it is about developing future leaders broadly and deeply throughout the organization. HR's focus at IBM today is finding and developing more innovative employees, in concert with IBM's strategy of a 'smarter planet - improving the world through 'green tech', 'smart grids', water management systems and so forth.'

Conclusion

With such clear focus on initial recruitment and leadership development strategies, why there should be worry about attrition? The results are there for everyone to see, admire,
learn and adapt.

Sachin - the only Rival to Lord Indra!

Sachin - the only Rival to Lord Indra!

(by C.V. Subramaniam)

After having scored 99 centuries, each time he walked on to the pitch, the very name SACHIN must have spurred him to score the hundredth century, for the letters in his name could read:

Scoring
A
Century of
Hundreds
Is to be done
Now

And, he has finally DONE IT. The many failures in ninety's that he has had did not deter him to work towards that coveted milestone, and he has now become, to quote the Narayaneeyam, (the treatise on Lord Krishna), the only 'sathamaghan' in the history of cricket - meaning one who has completed a hundred 'aswamedha yagas', which only Lord Indra could achieve - because he deliberately spoilt the efforts of Emperor Prithu, who also wanted to equal that record, (by getting the horse meant for the 'yaga' stolen each time) and the latter had to be content with the title of holder of the record for performing only 99 aswamedha yagas.

While Sachin , did not have to worry about any Lord Indras on this earth, who had already performed this feat, there were many villains in his failed attempts , wanting to play the 'horse-stealing' role and they succeeded too. And, Lord Indra, perhaps did not mind that, since Sachin is only playing cricket, and in all probability, he too would have watched from above someone achieving this feat 'in an altogether different field of human endeavor.' That is not to underrate Sachin's efforts, since each of his hundreds scored is a Yaga in itself, performed with devotion, determination, dedication and delight.

There have been talks for some time about the conferment of the Bharat Ratna on Sachin, which would make him a real jewel (Ratna ) in the country, and which he rightly deserves. Irrespective of whether this happens or not, he is more than a Bharat Ratna,; he is indeed a 'Viswa Ratna' - a jewel I'n the entire world (of cricket history), for he would certainly deserve to be honored and remembered thus, since he will be the only Lord Indra in cricket for years to come.

His hundred hundreds will always remain etched in the minds of his countless fans as hundred glittering rays radiating in hundred directions from this 'gem of purest ray serene' - such will be the glow emanating from this gem. I'n all probability, he will continue to play and may very well surpass even the current milestone and thus turn to be a rival for Lord Indra!! We all wish him continued success and do hope that even Lord Indra, rather than frown upon Sachin's achievement, would only bestow his blessings.

Talent Management

Talent Management

'Today's high performers are like frogs I'n a wheelbarrow. They can jump out any time',
cautions an expert while talking about the war for talent. This only underscores the importance of talent management and the need for an appropriate retention policy.

HR today is no longer concerned with just managing the human resource. It is rather managing human capital, human assets and from this point of view, one can say that it is actually human talent management. People with talents is certainly a long term bet for any organization because those can contribute better towards the organization's growth.
But, identifying or spotting talent, growing and nurturing them, retaining them all pose serious challenges for modern-day HR Managers.


What is talent :-Talent represents unusual, unique or innate capability in an individual in a particular field or activity It is something that an individual possesses and that sets him apart from other persons. People can be talented I'n a variety of ways and in a variety of fields. But I'n the organizational contact the relevant aspects are with respect to what the organization expects in terms of value to the organization. These could be good communication skills, the power to grasp, quickness in decision making, facing up to challenging situations, ability to perform under pressure, ability to shoulder higher responsibilities, and an attitude to win, come what may.

Spotting talent: Spotting talent is both easy and difficult at the same time; easy because, many a time, watching a person performing his assigned duties, could bring out the talent of a person. Difficult, because many a time one has to bring out to the open the talent hidden I'n an individual, and this requires some special efforts.
I'n view of the rapidly changing technological developments and the way organizations work, the parameter of talents required will also undergo a transformation.

According to the Conference Board of Canada, 'the war for talent is fierce, and is likely to become more so with the massive number of employees retiring I'n the next five years. Top organizations are moving beyond the vanilla "employer of choice" concept to
a more rigorous strategy of attracting and retaining the right employees through branding.'

Nurturing talent: Nurturing talents is another important aspect. The organization has to make it known to to the individuals that his or her special talents are noticed by them. Apart from this, the organization has to ensure that the ' flowers' (the highly talented employees) are allowed to blossom and not allowed to 'blush unseen and waste it's sweetness on the desert air'. This essentially means that opportunities are provided to the 'high flyers' to show-case their talents, and develop them, at the same time providing opportunities for developing talents In other vital areas of interest to the organization too. One way of bringing out hidden talent is to observe the individual when shifted to an altogether new area of work and how he is able to cope up with the hitherto unexplored area of work, as far as he is concerned.

Motivation and rewards: Motivation plays a crucial role in developing and retaining talents. Apart from salary increases, there should be challenges in terms of complex assignments, involvement in decision making, special rewards and recognition programs and fast-track promotion opportunities, delegation of authority and power and so on.

Retention of talent: Retention acquires particular significance, since even if one talented employee leaves, the cost of replacement will be immense. The importance of retention of high-fliers has already been highlighted I'n the beginning.The policies and programs of HR should be so oriented as to retain the talent within the organization. HR should give an indication that 'there is something to stay on' within the organization, so that retention policy is effective. The environment I'n the organization is something which will make people remain attached to the organization. An open door policy, providing direct access for the employees to the top man I'n the organization, freedom for experimentation, will all contribute to prevent attrition.

Retention of key persons like head of department or head of a project is vital. I'n order to ensure that there is no sudden vacuum when a key person leaves, there should be more people trained to hold such key positions, so that when one leaves, his role could be taken over by the other equally trained person. I'n his book, Corporate Chanakya, Mr. Radhakrishna Pillai gives solution for such a situation, based on the Chanakya philosophy. Chanakya advises to split the responsibility implying that instead of having one such head, the organization has three heads; so, when one leaves, one of the remaining heads takes over. Pillai narrates an interesting situation: 'A company once had a vacancy for a President's post. But it appointed three Vice-Presidents instead and split the job. Amazing results were achieved. I'n the long run, they ended up with two highly productive Presidents.'


Organization culture: A feeling of oneness should be an important part of the culture and values followed by the organization. The organization culture should be such as to ensure that people are oriented towards a shared value and work I'n cohesion.


Outsourcing : With increased need for aligning the HR function with the overall business strategy and goals, more and more organizations are resorting to outsourcing of routine functions like recruitment, salary processing, legal issues, compensation etc. It is then and only then HR can devote time and energy for their vital strategic role.

Focus on leadership development: The emphasis should be on development of leaders who could hold reins in the future. Appropriate leadership training programs need to be initiated for this purpose. Availability of leaders who have grown up within the organization, who understand the organization well, who have been moulded to carry on the business goals further ahead will ensure succession planning easier. To quote Dave MacKay, 'leadership comes with empowerment - employees can't be leaders, unless they have the power to take risks, make decisions, innovate and lead '. Hence the significance of leadership development. Leadership development program needs to address all levels of people across the organization, so that there are no adverse impact on the organizational efficiency, due to attrition even at the lowest rung of the corporate ladder.

Leaders so trained and developed should be able to face the tests faced by Sun Tzu's ( the Art of War) soldiers about whom he could send a message to the King, (who wanted to test his abilities), saying: 'Your soldiers, Sire, are now properly drilled and disciplined, and ready for your majesty's inspection. They can be put to any use that their sovereign may desire; bid them go through fire and water, and they will not dis-
obey.' Such rigorous training could take you towards victory I'n the war of talent.

The letters I'n the word Talent also aptly convey the simple truths for a successful talent management program, as you can see below.

T - Tact: use tact while dealing with employees and communicating with them
A - Alertness -be always alert about what is happening within the organization,
and organizations outside
L - Leadership - evolve programs to instill leadership qualities I'n employees
E - Empowerment - employees need to be empowered
N - Needs - understand employee needs and expectations
T - Thrill - create the 'Thrill' to be with your organization and to remain tied-up
to your organization.

India Drowned Under

India Drowned Under


The Indian Cricket team left for Australia for the test series with high hopes of being able to win a test series down under. What a tragedy, with two tests on, they are already drowned under!

On the other hand, the Aussies, under the leadership of Michael Clarke have brought all their skills on show and have already inflicted humiliation to the Indian team. The Indian batting had become more undependable now with steady failure of the top order to score decently. The only solace perhaps cones from Sachin's efforts - while he still continues to fail to make the much awaited (both by him and by all his fans) hundredth ton, I'n this attempt, he at least contributes a decent fifty-plus.

Frustration is writ large on every face I'n the Indian team. Rahul Dravid admits that saving the match (the second test) itself is beyond comprehension. It is time that Dhoni and his boys try to delve deep into the failure I'n the first two tests and try to get the reasons for their poor performance, with the hope of still being able to redeem their reputation.

The second test makes the Aussies more proud for the following reasons. One, Clarke and Hussey batted like heroes. Two, Clarke, having scored 329 not out with 39 boundaries and one six, his highest individual score, did not bother about creating a world record, or even surpassing the highest score of 334 by Don Bradman, out of pure respect for him. And, three, he also wanted more public support and respect for him.All he wanted to ensure, while declaring their second innings, was to provide the required margin for his team to bowl out the Indians. By this act indeed he has become a superman. Added to this, Clarke also was responsible for denying Sachin, once again, his hundredth century. And, Clarke and Hussey have thus made the Indians look messy. Kudos to Clarke for his wonderful performance and particularly his attitude which, perhaps, more cricketers would like to emulate - for I'n his mind individual pride has taken a back seat, leaving legends whom he respects to still bask I'n their glory.

Just while finishing this story, the NDTV alert on my iPad confirmed the shocking news of the shameful defeat of the Indians by an innings and 62 runs. When the whole earth was drowned below water, Lord Krishna donned the 'varaha' (pig) avatar and lifted the earth with his hands and brought it to the surface. Would any one attempt such a new avatar, at least in the remaining two tests, to lift the Indian team, which has now 'drowned' under, and bring it back to some respect?