New Management style is emerging – SELF GOVERNECE and the companies that fall under the criteria of high in “Self-Governance.” were businesses where the employees were proactive, with high levels of both personal and mutual accountability and were engaged and satisfied.

1. Engagement
The New metrics of PERFORMANCE

2. Engagement is all about Involvement
and Commitment

3. People

5. Organizations

9. Organizations

12. Good Employees

13. I am sure all of us will agree that we all are not
only GOOD BUT EXCELELENT people

15. We love to prefix all possible
ADJECTIVES to our
Names…

17. The question?

18. Is it our definition of
GOOD that matters?

20. Is it Organization’s
definition of GOOD that
matters?

21. OUTSIDE
INN

22. Definition of GOOD

23. Are you Dependable?
CanDo Types..NOT
WillDo Types

24. Are you GOOD at
Communication ?
Ability to Express clearly
Composure of thought

25. Are you a GOOD Listener?
Follow instructions and
Lead

26. Are you best suited for the Job?
Your Capabilities

28. Do you have the Personality?
Appearance

31. How good is your Body
Language?
Postures and Gestures

33. How good is your Mannerism?
Etiquettes

35. Your JOB related awareness?
Knowledge

36. Your JOB related awareness?
Theoretical

37. Your JOB related awareness?
Perfect blend of Theory & Application

38. How well you are grounded?
Morally and Socially

39. How IMPORTANT is your
CAREER?

46. If you focus on RESULT,
you will never Change
If you focus on CHANGE,
you will get result

50. GOOD jobs..

51. BAD..

52. REASONS

53. Perfect MISMATCH

54. Weak Communication
Composure of thoughts

55. Clarity of Expression
Poor LISTENING habits
“Running tapes in head”

56. Lack of Job Awareness

57. Lack of Application
I am too se.... for this job

58. Lack of Exposure

59. Above ALL

61. When companies hire,
Language and
Communication skills are basics...
What matters the most
Is OUR ATTITUDE

62. The majority of employers find it
difficult to assess candidates’ SOFT SKILLS
therefore find it most difficult
to select candidates
- with appropriate skills,
- ability to multi-task
- and right level of
commitment to the job

63. Hiring Mistakes…

64. People often get selected simply because
they click in the interview.

65. People most of the time get selected
because of references (obligations)
HARD to say NO

66. People often get selected who share some
common background – School, College or
Training
Homogenous
Like minded people

67. Most IMPORTANTLY recruiters
Tend to select people who are under some
obligation and assume they will never
Be THREAT to their Job or Position
WEAK CANDIDATURE

68. A
A

69. Attitude Aptitude

70. Aptitude

71. Attitude
?
?

73. Bad attitudes
that isn’t
in line with the
company culture
leads to high
turnover.

74. Low morale – Lack Enthusiasm
Funky productivity
High expectations
Low performance
Bad Attitudes

75. STAR
PERFORMER
Ability to do the work
Open- minded
Learn & Teach
TALENTED TERROR
Can do the work
Close minded
Believes to know
everything
CONSISTENTLY
COMPETENT
Ability to do the work
Behaviour support
Work & people
TRAIN & DEVELOP
Build their skills
UP or OUT
Needs to Improve
PERFORMANCE
ATTITUDE
INCONSISTENTLY
COMPETENT
Needs supervision
Alienate behaviour
APTITUDEvs.ATTITUDE
GOOD Fit
POOR Fit
ATTITUDE
APTITUDE

76. The Right fit...

77. Behaviour
Knowledge
Skills
Has sufficient
relevant understanding
The Right fit..

78. combination of
Knowledge, Skills and
Behaviours
QUALITIES

79. The Right / Perfect fit..
1. Accountability
2. Good Listener & Thinker
3. Has sense of GRATITUDE
4. Commitment
5. Communicate clearly & precisely
6. Responsibly work in TEAM
7. Honest, Sincere....
8. Skilful

80. But ... most of us have a common
career concern....

81. We have our expectation from the
Organization?

83. What is your
definition of
REWARDING
CAREER?

84. Stable Career path
JOB
SECURITY
HEAVY
INCREMENTS

85. Stable Career path
MAXIMUM
BENEFITS
LESS
ACCOUNTABLITY

86. Stable Career path
MINIMUM
WORKLOAD
MAXIMUM
RECOGNITION

87. Stable Career path
LIFE WORK
BALANCE
CAREER
ENHANCEMENT
OPPORTUNITIES

88. Stable Career path – more personalized definition goes here...
?
?

89. Stable career paths are DISAPPEARING.

90. Stability is precursor to DEATH

91. Every Organization gets its identity
from individuals working for it.

92. Organization’s definition of SUCCESS
Business Goals, Values & Strategy

93. Individual’s definition of SUCCESS
Promotion, Reward, Recognition & Vacation..???

94. Definition of SUCCESS varies

95. Every Individual tends to work for their
MAXIMUM Satisfaction

96. Individuals represents all 3 levels of
Management

97. Organization is pursuing its definition
of SUCCESS

98. Individuals are pursuing their definition
of SUCCESS

99. Organization and Individuals
Intercept each other every day
At point called..
JOB

100. Organization expects
MAXIMUM CONTRIBUTION

101. Individual expects
MAXIMUM SATISFACTION

102. Individualexpects
MAXIMUMSATISFACTION
Organization expects
MAXIMUM CONTRIBUTION
ENGAGEMENT

103. REASONABLE
CONTRIBUTION
MAXIMUM
SATISFACTION
MAXIMUMSATISFACTION
MAXIMUM CONTRIBUTION
MINIMUM
CONTRIBUTION
MINIMUM
SATISFACTION
MAXIMUM
CONTRIBUTION
MINIMUM
SATISFACTION
MAXIMUM
CONTRIBUTION
MAXIMUM
SATISFACTION

104. Engagement should be a DAILY Priority

105. Individuals
Managers
Executives

106. Individuals
ACT
A – Assess – Goals, aspirations – success def.
C – Communicate – share with Mgrs.
T – Take Action – find the way ahead

107. Managers CARE
C – Coach
A – Align
R – Recognize
E - Engage

108. Executives
CASE
C – Community
A - Authenticity
S – Significance
E - Excitement

109. Individuals
ENGAGEMENT
VOLUNTEER to work in TEAMS

110. Managers
ENGAGEMENT
FAIR Resource ALLOCATION & UTILIZATION

111. Executives
ENGAGEMENT
Foster Sense of COMMUNITY in the Org.

112. HELP!
Executives
Managers
Individuals

113. Make HELPING as the norm.

114. Collaborative GENEROSITY!

115. Culture of HELPING!

116. HELPING Behaviour

117. Why HELPING is so DIFFICULT!

118. Helpfulness doesn’t arise
automatically among people

119. People in Social Groups experience
conflicting Impulses

120. A potential HELPER is often inclined to
COMPETE

121. A potential HELP seeker often takes
PRIDE in doing alone

122. A potential HELP SEEKER often
DISTRUST the potential HELPER

123. HESITATION – Norm of Reciprocity

124. HESITATION – Norm of Incapability

125. BEST HELPERS = GREATEST EXPERTISE

128. ATTITUDE

129. TRUST and ACCESSIBILITY
Supersedes the
COMPETENCE

130. Executives
ENGAGEMENT
Foster Sense of COMMUNITY in the Org.

131. ENGAGEMENT
Professional with HIGH level of Commitment

132. Perfect Balancing
1
2
3

133. WORK LIFE
1

134. NEGOTIATION
2

135. RISK
3

136. 1
WORK LIFE BALANCE

137. High Paying Job

138. Not only You but

139. Want your type of DREAM JOB

140. For anything DESIRABLE
There is
COMPETETION!

141. The only way to
EARN your DREAM JOB

142. Get FULL ENGAGEMENT
Show ENTHUSIASM

143. FULL ENGAGEMENT
Is a place where Organization and Individual
EXPECTATIONS MEET

147. Competitive Advantage
Combination of
1. Our Assets
2. Aspirations
3. Expectations

148. Our ASSETS

149. KNOWLEDGE
Awareness

150. Appearance
Confidence

151. Personality
Gestures & postures

152. Our ASPIRATION

155. EXPECTATIIONS

156. Market Realities.

157. EXPECTATIIONS
ACTUALS

158. REMEMBER
It is all a matter of
GIVE and TAKE

159. The best career allows you to pursue
Worthy ASPIRATIONS, using your ASSETS
While navigating the MARKET REALITIES

160. Realize your TRUE potential

161. Who Says...?SELF AWARENESS – Not what other say…

162. ACCEPT your WEAKNESSES

163. DO NOT
DEFEND / PRETEND

164. VOLUNTEER - HELP OTHERS

165. This way you learn to understand
Other people’s NEEDS

166. HELP and
GROW!

167. NEGOTIATION
2

168. That's OBVIOUS!

169. NEGOTIATION
is a SERIOUS Issue

170. NEGOTIATE with PURPOSE
Every JOB boils to negotiating with PEOPLE

171. PEOPLE control
RESOURCES , OPPORTUNITIES & INFORMATION

172. OPPORTUNITIES are
attached to PEOPLE

173. If you’re looking for
OPPORTUNITIES, you’re really
looking for a PERSON

174. BUT REMEMBER!

175. The PEOPLE you spend time will SHAPE
WHO you are and WHO you will BECOME

176. CHANGE yourself by hanging
with PEOPLE who are already
THE WAY YOU WANT TO BE!

177. Meet New PEOPLE
Via PEOPLE YOU ALREADY KNOW
CIRCLE OF INFLUENCE

178. Meet New PEOPLE
MOVE – WALK AROUND

179. Meet New PEOPLE
DISCUSS - Talk about ..

180. Start the CONVERSATION

181. POSSIBLY
It’s very likely that
SOMEONE YOU
ALREADY KNOW
Knows someone
Who could be
GREAT HELP
To You!

182. Of Extending HELP!

183. 3
Manage RISK

184. Afraid

185. RISK of FAILURE

186. To know the best plan
You have to...

188. LEARN by DOING!

189. NOT by PASSING to OTHERS

190. Take the INITIATIVE
DON’T WAIT for Instructions!

191. Not sure .... What to do?

192. Spend some time!

193. CURIOUS
Other person JOB is a better than
what you are currently doing?
The other side of grass is always GREEN

194. FOCUS ON YOUR WORK – Don’t be suggestive

195. VOLUNTEER - CAN I BE OF ANY HELP TO YOU

196. STRATEGY OF EXTENDING HELP

197. HELP others achieve their TRUE POTENTIAL

199. DO SOMETHING..

200. ACTION help us Discover where we want to Go
and also how to GET there

201. MOST SUCCESSFUL PROFESSIONALS
Knows how & when to take INTELLIGENT RISKS

202. Most of us assume that we
can get career stability by
MINIMIZING RISK

203. Stability is precursor to DEATH

204. Stable career paths are DISAPPEARING.

205. PLAYING SAFE is one of the
RISKIEST thing one can do

206. DO NOT AVOID RISK,
TAKE INTELLIGENT RISKS

209. Always Focus on LEARNING

210. NOT

211. Position, Power and Comfort

212. Do not DISMISS a ASSIGNEMENT
Just because you keep hearing what others
have to say…….

213. ALL are Actions are with
PREDEFINED INTENTIONS

214. Losing Extra time
Losing Extra Money
Working Hard
Some discomfort – work life adj.
IT IS A RISK ONE SHOULD BE WILLING TO TAKE
(Intelligent Risk)

215. The BEST OPPORTUNITIES are the ones
with the MOST QUESTION MARKS

216. Most of us AVOID ALTOGETHER
when in doubt

217. Take INTELLIGENT RISKS
SEEK for OPPORTUNITIES other MISS

218. Volunteer to participate & LEAD

219. We all are
WIP
WORK IN PROGRESS

220. Each
Day
Presents an
pportunityto
LEARN MORE
DO MORE
BE MORE

221. Every day is EXAM DAY at workplace

222. If you’re Not GROWING,
You’re CONTRACTING

223. If you’re not moving FORWARD
You’re moving BACKWARD

224. WORK LIFE
1

225. NEGOTIATION
2

226. RISK
3

227. RISK
3

228. Thank You