CA Preethu Jayaprakash

Proud of her. She completed CA degree despite of so many barriers. A living example. CAs know how difficult it is to clear. Hats off. #Respect She is CA Preethu Jayaprakash. She is suffering from a rare genetic disease. Her brother was also suffering from the same, who passed away at the age of 16. She did her schooling and college from home as she wasn't able to go. Most of the times she was Hospitalized. I am so inspired. Her story gives me strength, I'm sure you will also feel the same. Nothing is impossible. Let's appreciate her in the comments. God bless her. Please like and share this post to inspire your connections. #JaiHind #JaiBharat #CA

Source: LinkedIn

Promotions Aren’t Just About Your Skills – They’re About Your Relationshipsby Amii Barnard-Bahn

Have you ever been told, despite hitting or even succeeding at your performance goals, that you “just aren’t ready” for a promotion?

I remember hearing those same words early in my career. It’s vague, frustrating feedback — and it isn’t actionable.

Most of us hit a point in our careers where the emphasis we’ve placed on accomplishing goals doesn’t return the same rewards. We’ve crossed an invisible line, and we usually don’t know it until there are repercussions.

After more than 20 years as a Fortune Global 50 executive and coach to the C-Suite, I can tell you that this type of feedback often means that you’ve spent too much time building your skills — and not enough time building relationships.

What can you do to set yourself up for success? Here are five actions you can take right now and throughout your career to strengthen your relationships and put you on the path to promotion.

1) Know what makes you great at your job — and share your gift with others.

To be considered for promotion, senior management needs to see you’re able to work well with others. After all, companies don’t succeed through individual effort; they achieve results through collective leadership.

Chances are there’s something special about the way you go about your work. Perhaps you think more strategically than others on your team, seeing trends and connecting seemingly unrelated pieces of information. Or maybe you’re a clear communicator, saying what needs to be said in a way that ensures everyone will hear it and take action.

To identify what sets you apart, ask yourself: What you are known for? What types of problems do people frequently come to you to help solve? Take that skill and find a friendly way to share your gift with others to build relationships and add value to the team. For example, if you’re good at presentations, offer to provide feedback on a colleague’s dry run before their next big meeting. Or host a brown bag roundtable on best tips for presenting to executive management, where your team members can share their top recommendations.

If you can start demonstrating this capability now, management will more easily think of you in a role with additional responsibility.

2) Understand how others see you — and shift your perspective from “me” to “we.”

As you grow in your career, find opportunities to get feedback on how you show up to others. This will help you become aware of behaviors that may be decreasing your effectiveness and avoid blind spots in self-awareness that can slow your career progress.

Let’s review a previous client of mine, Aaron, who was told by his boss that he “just wasn’t ready” for promotion despite consistently exceeding his goals.

When I interviewed his colleagues, I discovered that Aaron was being blocked for a promotion two levels up in his organization by an executive who believed Aaron “wasn’t a team player” due to the way he’d led a turnaround. Aaron had been handed the leadership of a highly tenured and underperforming team with a mandate to “fix it,” and he went to work like a steamroller, reengineering operations and successfully hitting goals. But his success came at the expense of several long-time employees leaving and slamming Aaron’s reputation on their way out. The executive with the power to promote Aaron now viewed him as a “lone wolf” achiever.

After Aaron and I worked together on how he achieves goals, he is now involving his team on strategy planning, listening more, and talking less — and the senior executive is noticing his shift from “me” to “we.

3) Mentor others to develop your leadership skills.

As the great Jack Welch said: “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”

You may not be managing a team yet, but your earliest opportunities to lead others could come from volunteering. We learn best when we are teaching others.

One easy way to do this: Reach out to a person outside your business unit that would welcome your help and commit to spending an hour with them once a month for a year to work on an issue they raise. A few years ago, I mentored a young woman who was brilliant — and painfully shy. From a different business unit, she approached me as a safe confidant. She recognized that her lack of assertiveness was impacting her ability to influence and be heard. Over a monthly coffee, we worked out an action plan with small behavior changes to increase her confidence and executive presence that really added up over time. She was ultimately promoted, and I enjoy following her continued success.

A bonus — when you help others, you’ll feel great, and they will thank you for it. I love receiving notes from former team members and colleagues about what they’re doing now and how our work together helped them. It’s one of the reasons I became an executive coach.

4) Learn how to work productively with personalities you find difficult.

Each of us has preferences in working and communication styles, and usually there are some people that we have greater difficulty working with than others. The earlier you can identify the specific personality characteristics that are challenging for you, the more time you have to develop strategies for working effectively with them.

This is important because until you do, history will repeat itself. The triggering traits will resurface in other colleagues. When you take accountability for getting along with coworkers of all types, you eliminate friction and make it easy for management to promote you.

Remember, too, that relationships change over time. People mature, get promoted, and go on to work for other companies. One day you may find yourself reporting to your frenemy. Or they may leave to go work for your dream company, where you’d love an introduction. Take the long view and invest in your relationships — even those that don’t come easily.

5) Set healthy boundaries in your work relationships.

It can be easy to fall into the trap of believing that extra hours will get you that promotion. However, to advance and take on more responsibility, it’s really not about saying yes to everything. Rather, know which things to say no to. Be judicious and diplomatic, and learn to delegate.

Some things you should say yes to: Volunteering for cross-functional task forces and other opportunities to broaden your network, learn new skills outside your comfort zone, and earn the support of other executives outside your direct reporting line.

But be intentional; aim for projects that are revenue-generating or strategic, such as those that will increase the efficiency and output of your organization. Avoid purely social ones (like the office party) or those that lack the necessary sponsorship to get off the ground. Start forming your diplomatic “no” skills early. Just because you may be more junior in seniority does not mean you need to take on everything that comes your way.

Once you’re consistently achieving results, your promotability comes down to relationships. If it’s clear to management that you attract followership among your colleagues and achieve results through others, the next time a promotion opens up, they’re likely to bet on you.

Source: HBR

Passionate Employees Become Quiet

When your most passionate employees become quiet, it’s a signal that something is out of alignment. People don’t lose their motivation and inspiration overnight; it’s always a combination of small and big things that creeps into the organization slowly and consistently over time. 

 Has the company moved away from its purpose and vision? Is there open and honest communication? Has the leadership stayed true to the values of the company? What about empathy? Does the leadership value empathy and recognize this as a critical aspect of their leadership? 

When you have a team passionate, inspired, and motivated to help the company achieve its vision while fulfilling its purpose, you must do everything in your power to ensure that this team keeps this vibe. Otherwise, you run the risk of pushing away great talent while settling for mediocrity.

#leadership #team #motivation #people #people #communication #inspiration Source: Leadership Net

The Man Behind Nirma Washing Powder

In the memory of his loving daughter, a doting father created an empire of Rs. 7000 Cr & brought his daughter's legacy to life.

Here's their incredible story 👇 👇

In 1969, Karsanbhai, the son of a small farmer, worked as a lab technician at the Gujarat Govt. Department of Mining and Geology.

Flexible work hours and job security in a government sector allowed Karsanbhai to explore his passion for Chemistry after job hours. He picked up a project to create a high-quality yet low-cost detergent powder.

This was when Hindustan Unilever Limited's Surf was a market monopoly. Surf was a luxury item, costing Rs. 13/ kg.

Karsanbhai started testing with soda ash, and after much trial & error, conjured a formula that would dominate the market.

After office hours, Karsanbhai cycled around the neighborhood, selling homemade detergent named after his daughter, Nirma, for Rs. 3/Kg. 

Karsanbhai had recently lost his daughter 'Nirupama' in a car accident and named the product after his daughter. His dream was to give his daughter good education and have a worldwide name. 

Therefore, he decided to make his daughter's name famous through Nirma washing powder and keep her immortal.

By the early '80s, Nirma conquered the market share in Gujarat. Seeing this potential, Karsanbhai left his government job to pursue it as a full-time venture.

Patel began working on the supply chain to sell Nirma across India.

But he noticed that retailers outside Gujarat were hesitant to sell it since buyers were unaware of its existence. This resulted in delayed payments, negative cash flow, and high losses to Patel.

To tackle this problem, Karsanbhai took a risky yet pivotal step.

He came out with a brilliant plan to push his idea to the market & promote his formula, followed by massive marketing campaigns - 

🎶"Hema, Rekha, Jaya aur Sushma sabki pasand Nirma"🎶

These ads challenged the stereotype of the average Indian middle-class woman, who was formerly just concerned with the household responsibilities but is now confident, glamorous, and ready to face any challenge.

Enticed by the ads, customers flocked to stores. As the demand for Nirma peaked, Karsanbhai flooded the market with his formula, resulting in record-breaking sales.

By the end of 1988, Nirma had a whopping 60% market share and significantly outsold HUL's Surf in sales!

Today, Nirma employs over 18K+ people & is available even in the remotest areas of India.

Karsanbhai's vision to transform India through the establishment of Nirma Institute of Tech, Nirma Ed. & Research Foundation and other institutions further show how revolutionary Nirma is!

Dealing with Different Personalities

‘Between stimulus and response, there is a space. In that space lies our freedom and power to choose our response. In our response lies our growth and freedom’ ~ Victor Frankl

There are five basic ways that people behave when they respond to conflict:

• Forcing
• Accommodating
• Avoiding
• Compromising
• Cooperating

Your style may change depending on the situation you find yourself in or on the intensity of the conflict. It’s no use to judge people for their particular style. However you will find that some styles deal more constructively with conflict than others and that the consequences for your relationship with the other person and for your relationship with yourself differ per style.

The styles are linked to animals and even though we commonly use more than one style, we tend to have a dominant one.

Forcing (Shark)

If you have a forcing style you see conflict as a competition, complete with winners and losers. And because of your competitive nature, you definitely want to be on the winning side. You concentrate on your own needs and are less concerned with the needs of others. In this style you decide to go for the ‘I Win - You Lose’ option.

Your communication style will come across as aggressive and intimidating. People see you as someone with little or no respect for others.

The advantage of this conflict style is that you get what you want in a quick and easy way and it is clear for everyone who is in charge.

However the price you pay is a damaged or destroyed relationship. The other person whose needs are not met will be upset, even if they do not share this with you. They likely will hold a grudge against you, and this will fester.

People can build and hold resentment over a long period of time. However, and maybe when you will least expect it, the grudge bearer will pay you back by undermining you in subtle ways, or confronting you openly when triggered.

So your ‘I Win - You Lose’ approach can be counterproductive.

Accommodating (Teddy Bear)

If you have an accommodating style when confronted with conflict, you perceive conflict as an uncomfortable situation that needs to be resolved in a peaceful way as quickly as possible. Because conflict distresses you, you will do anything in your power to make it disappear. You have little desire to win the conflict; in fact you would rather give in than make a big fuss so that everyone can move on and go back to business as usual.

In this style you opt for the ‘You Win - I Lose’ option.

Your communication style will come across as diplomatic and friendly; you won’t ruffle any feathers. People see you as a people pleaser who goes along with the suggestions and needs of others.

The advantage of this style is that any conflict in your life is solved quickly. Also, by letting go of your own needs you don’t have to engage in difficult and painful conversations with others. You find it important to be liked by others and as long as they get their way they will like you. The relationships you have with others remain intact and all seems well – on the surface that is. 

The disadvantage is that by focusing on the needs of others you ignore your own. The price you pay is that you feel bad about not standing up for yourself. You basically sacrifice your own needs for the sake of harmony with the people around you.

Resenting yourself affects your self-esteem over time. Your failure to express your needs eats away at you and causes stress. You may feel that people use you and walk all over you. In addition, your relationships remain superficial because you don’t tell people what is important for you.

This style can therefore be quite harmful for your own wellbeing.

Avoiding (Turtle)

If you have an avoiding style when confronted with conflict, you actually don’t want to know about the conflict at all. In fact you hope that by ignoring the conflict it may just go away. So you pretend that there is no conflict by withdrawing, walking away or delaying any discussion and saying to yourself: ‘What conflict?’ You think that by being silent you can save the relationship.

By using this style you opt for an ‘I Lose, You Lose’ situation.

Your communication is virtually non-existent. You don’t talk and refrain from expressing your needs or discussing the other person’s needs.

The advantage of this style is that you fool yourself for a while into the belief that there is no conflict.

The disadvantage is that it is frustrating for everyone involved. By not engaging with each other nobody’s needs are expressed or met; neither your own needs nor the needs of the other person. The result of such non-communication is that the already shallow relationship suffers a serious break-down.

In this situation all parties miss out. Not just you but also the other person as it is frustrating for them not to have an opportunity to clarify issues and talk about needs, no matter how hard they try.

As for you, you know deep down inside that avoiding the conflict does not make it magically disappear. Like the accommodator you will feel bad about not being able to stand up for yourself and express your needs. This will have a negative impact on your self-esteem and self-worth and you worry that people may perceive you as weak.

So this ‘I Lose – You Lose’ approach is disadvantageous for all involved.

Compromising (Fox)

If you have a compromising style you do acknowledge conflict and you are keen to solve it, sooner rather than later. You believe that in every conflict people have to give and take a bit. If the parties can meet halfway you can all agree and move on while the relationship remains intact. Because of your eagerness to find a quick solution you look for different options and trade-offs that can be used to satisfy all.

This style’s slogan is ‘I Win Some - I Lose Some / You Win Some – You Lose Some,’

Your communication style is fairly shallow because you don’t truly connect with the other person as you are so focused on finding solutions. So there is no clarification about your own needs and the needs of others.

The advantage of this style is that you solve the conflict in a relatively quick process:   there is a conflict, people come together, meet each other half way, give a bit and take a bit, find an agreement and get on with their lives.

The disadvantage however is that although it may look as though the conflict has been resolved, in the end neither party actually knows what the other party needs. Another disadvantage is that nobody got what they need and each has settled for less than what they hoped for. So in fact there are winners and losers on both sides.

So this ‘I Win Some and I Lose Some – You Win Some and You Lose Some’ approach can be disadvantageous for all involved.

Cooperating (Owl)

If you have a cooperating style you see conflict as an opportunity to clarify issues, to learn from each other and to grow as an individual. It is important for you to not only explain where you are coming from and what your issues are, but also to fully understand what is vital for the other person. You prefer an open and honest conversation so everyone’s needs are integrated. The relationship is important and you wish for a win-win outcome for everyone.

You opt for an ‘I Win – You Win’ approach.

As a co-operator your communication style is assertive and open. You are not afraid to stand up for yourself and your needs in a respectful way and at the same time you are willing to respectfully listen to the other person and their needs.

The advantage of this style is that it is beneficial for relationships as parties respect each other and all needs are equally valued. The open and honest communication allows both parties to gain a better understanding of all issues at play.

The disadvantage is that it can take a long time to discuss all issues. Also some people may misconstrue your consulting approach as that of a ‘weak’ leader who can’t make decisions..

Summary

There should be no judgment about the different conflict styles, they simply are. It may not come as a surprise that the cooperating conflict style is preferred. However it is not always appropriate or feasible to use this style and there is a time and a place for each conflict style.

For example, in case of an emergency there is a need for a forcing approach to conflict. In some circumstances it is best to avoid conflict altogether, or to accommodate people. Furthermore in some situations a compromise is the most feasible solution.

It is essential to recognise and understand the different conflict styles and their consequences. The style you choose has certain consequences for your relationships and your self-worth.

When you know your dominant style it may be worthwhile at times to move out of your comfort zone and adapt your style to avoid escalation of the conflict or to handle it more efficiently.

Equally if you recognise the style of the other person you may be able to adapt your strategy how to deal with the conflict.

This is an amended extract of  book Dealing with Conflict at Work (You can download the kindle version via Amazon)

SOME SOCIAL RULES THAT MAY HELP YOU:

SOME SOCIAL RULES THAT MAY HELP YOU:

1. Don’t call someone more than twice continuously. If they don’t pick up your call, presume they have something important to attend to;

2. Return money that you have borrowed even before the person that borrowed you remember or ask for it. It shows your integrity and character. Same goes with umbrellas, pens and lunch boxes.

3. Never order the expensive dish on the menu when someone is giving you a lunch/dinner.

4. Don’t ask awkward questions like ‘Oh so you aren’t married yet?’ Or ‘Don’t you have kids’ or ‘Why didn’t you buy a house?’ Or why don't you buy a car? For God’s sake it isn’t your problem;

5. Always open the door for the person coming behind you. It doesn’t matter if it is a guy or a girl, senior or junior. You don’t grow small by treating someone well in public;

6. If you take a taxi with a friend and he/she pays now, try paying next time;

7. Respect different shades of opinions. Remember what's 6 to you will appear 9 to someone facing you. Besides, second opinion is good for an alternative;

8. Never interrupt people talking. Allow them to pour it out. As they say, hear them all and filter them all;

9. If you tease someone, and they don’t seem to enjoy it, stop it and never do it again. It encourages one to do more and it shows how appreciative you're;

10. Say “thank you” when someone is helping you.

11. Praise publicly. Criticize privately;

12. There’s almost never a reason to comment on someone’s weight. Just say, “You look fantastic.” If they want to talk about losing weight, they will;

13. When someone shows you a photo on their phone, don’t swipe left or right. You never know what’s next;

14. If a colleague tells you they have a doctors' appointment, don’t ask what it’s for, just say "I hope you’re okay". Don’t put them in the uncomfortable position of having to tell you their personal illness. If they want you to know, they'll do so without your inquisitiveness;

15. Treat the cleaner with the same respect as the CEO. Nobody is impressed at how rude you can treat someone below you but people will notice if you treat them with respect;

16. If a person is speaking directly to you, staring at your phone is rude;

17. Never give advice until you’re asked;

18. When meeting someone after a long time, unless they want to talk about it, don’t ask them their age and salary;

19. Mind your business unless anything involves you directly - just stay out of it;

20. Remove your sunglasses if you are talking to anyone in the street. It is a sign of respect. Moreso, eye contact is as important as your speech; and

21. Never talk about your riches in the midst of the poor. Similarly, don't talk about your children in the midst of the barren.

22.After reading a good message try to say "Thanks for the message".

APPRECIATION remains the easiest way of getting what you don't have....