Career Bloom
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This post is a part of the series of posts I am doing on Being Effective at workplace. Active Learning is the most important attribute of an effective person. Learning in workplace could be a tricky thing though. Learning while working requires reflecting on the work, the results and the process, but we tend to…
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Performance review time is coming close, and this affords me an opportunity to review my personal performance over last 12 months, as well as those of my reports, my peers and my manager as I prepare to write my feedback. While doing this, I was struck by the differences in results among individuals I have…
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Over last few months, I watched 2 Hindi movies, both by Amir Khan, which reminded me of some of the career lessons I have found useful to follow and to pass-around via my blogs and discussions. The 2 movies are Taare Zameen Par (movie review here) and 3 Idiots (movie review here). While Taare Zameen…
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In my previous post about appreciation at workplace, I talked about lack of appreciation. Here I want to do a quick survey about it.
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I was talking to someone from my last company and this came up: why is it that I don’t get appreciated when I do a good job, but no one forgets to blame me when something goes wrong? It definitely sounded familiar to me: in every company I have worked so far, I have heard…
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Effective 1-1 is the cornerstone of a successful management career, and acquiring necessary competencies in order to have a great 1-1 with your reports is a great career enhancement technique. I have referred to this topic many times in my posts and have couple of posts devoted to this topic (see Managing 1-1s and Effective…
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In a previous post on taking initiatives to advance your career, I had discussed about handling peers when you take initiatives because they may cause your initiatives to fail. Here I want to talk about another phenomenon that one needs to be aware of. Here is the term I use to describe it: self-fulfilling prophecy.…
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Everyone I have met at workplace wants to make sure they are being evaluated fairly and are given right indications about the result of their evaluations. Most of the time, they rely on the process of evaluation that organization has put in place: manager feedback, acceptance and respect among peers, performance evaluation process, etc. The…
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In the previous post, I described the scenario of two smart people in conflict in an organization and why they need to engage in a deep conversation. Here are some of the aspects of such a conversation that A and B need to keep in mind: Create shared goals: Without such a goal, no conversation…
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I would like to talk about one of the topics about work relationships that come up very often (and came up again very recently). Scenario A is a smart guy, well-established and on track to be promoted to next level. He is admired by others in his group and he is proud of himself. B…
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