Tuesday, February 22, 2011

Touted To Become The Most Rewarding Talent Pools - INDIA


Lynda Gratton, professor of management practice at London Business School and founder of the Hot Spots Movement shares her thoughts with Sheetal Srivastava on the future of India’s workforce. Career News framed her statements for knowledge and caliber, she found in India. 


HOW DO YOU FORESEE THE FUTURE OF INDIA’S WORKFORCE?

By 2030, India could become the third largest economy in the world. In contrast to China’s state-driven growth, India is fuelled by an expansive network of entrepreneurs, some of whom have already established globally recognised firms in less than a decade.With a rapidly expanding working population, India is becoming one of the most formidable talent pools in the world.


HOW WILL EXTERNAL FORCES SHAPE THE WAY A COMPANY AND ITS EMPLOYEES WILL DEVELOP OVER THE COMING DECADES?
Over the coming two decades, we can anticipate a few external forces that will work together to profoundly impact companies and its employees. Technology: Advances in computational speed, sophistication and efficiency allow for the emergence of more complex business analytics, a greater focus on virtual working and enhanced capabilities around collaborative practices and open innovation. Globalisation: The growth of emerging markets will create new talent pools on a global level, yet the educational capacity of some countries will not create the required competencies and we can expect leadership capabilities to be in high demand. Social Trends: Societies across the world will continue to see trust in larger businesses and institutions diminish, whilst growing faith in small and medium-sized enterprises will cause more talented people to work in startups, joint ventures and partnerships - putting an emphasis on the ecosystem of talent.


HOW BEST CAN ONE PREPARE ONESELF FOR THESE DEVELOPMENTS?
It is crucial that companies prepare in four ways. First, by continuously monitoring the areas they believe could impact their business. Next, by looking at current capability around these trends. For example, of the 20 areas of ‘future proofing’ – there are four we see many companies not preparing for – including working across boundaries within the company, inter-generational cohesion, managing virtual teams and preparing for a low carbon future. Once a company has assessed the extent of the gap between what will be important for the future and the current capability – then the next step is to create a ‘blueprint’ of how best to move forward.The final step is to get a senior executive buy-in and we find that the earlier senior people are involved, the more likely this is to take place.

courtesy : ascent

Tuesday, February 15, 2011

Ten WaysTo Ride Up A Successful Portfolio Career

In most village economies, you will rarely find a person who does just one thing. A farmer may double up as the vet. The grocer may well be the fortune teller. Career News obtained an social impact and shared the best suited tips to polish your career profile.

There’s rarely any money paid for these informal services. And none of them have the degrees or qualifications, of course. But they have the knowledge and experience. And it works out quite well in the end; even had a qualified vet been around, the rural folk may not have been able to afford him.

Assess your hobbies and interests. Spend time reflecting on the types of activities that give you the most satisfaction, the most joy

Examine your educational background. Besides the credentials you’ve received from your educational experiences, make a list of your favourite courses or subjects

Review your work history. Look for the common threads that bind your past together

Deconstruct past experiences into skill sets

Weigh the pros and cons. There’s risk involved in all activities, but managing a portfolio career carries additional risks.

Develop a plan. The best way to deal with some of the common problems people face when foraying into a portfolio career is developing a plan of action.

Get organized. One of the keys to your portfolio career success is having a system.

Have a support system. It’s absolutely crucial, especially in the early phases, to have the support of family and friends.

Use your network. Just as with traditional job-hunting, your network of personal contacts will be extremely beneficial to you when you have a portfolio career.

Always act professional. Your reputation is your lifeblood in a portfolio career, and the more positive word-of-mouth you receive from performing your jobs professionally, the more opportunities will come your way.

EVENT REPORT - Leading The Way


In today’s knowledge-based corporate scenario, the call for organisational greatness is greater than ever before. And the role of a good leader has become of prime importance. Career News found several more learnings were derived at a recently held HR events.

Aleadership crisis looms. Trust in leaders has tanked, new business challenges have sprout up virtually overnight and experienced leaders are in short supply. Moreover, there’s a pitched battle for employee talent. Today’s management leaders must be able to see their team members as "whole people" - body, heart, mind and spirit - and manage and lead accordingly.
Franklin Covey South Asia in association with Ascent online presented their training programme - "Leadership Summit Series 2011" at J.W. Marriot Hotel in Mumbai recently. The programme was led by Michael Simpson, global director, FranklinCovey and Columbia University's Executive Coaching Program along with Rajan Kaicker, executive chairman & MD, FranklinCovey India & South Asia. More than just a training event,
Leadership: Great Leaders, Great Teams, Great Results
(a part of the Leadership Summit Series) helped leaders discover ways to inspire trust and build credibility with their people, define a clear and compelling purpose, create and align systems of success and unleash the talents and energy of a winning team. The programme took a process-oriented approach to developing great leaders who learned how to:

• define their team’s purpose and their "job to be done".

• create a strategic link between the work of the team and goals of the organisation.

• connect the work of the team to the organisation’s economic model. Kaicker said, "There is a huge talent crunch in the market today. Organisations that want to retain their best and brightest must have leaders who understand the radically new paradigm from which the knowledge worker operates." Simpson said, "India has become a hugely important force in the global economic environment. This programme addressed the core need for businesses today - effective leadership, as participants gained the ability to inspire trust, as well as the knowledge to identify and address the chronic problems that undermine success."

courtesy : ascent