Who? Me??

A friend’s company recently published this article on Harvard Business Review. Here’s an excerpt -

New research by our firm, Catalyst, shows that among graduates of elite MBA programs around the world—the high potentials on whom companies are counting to navigate the turbulent global economy over the next decade—women continue to lag men at every single career stage, right from their first professional jobs. Reports of progress in advancement, compensation, and career satisfaction are at best overstated, at worst just plain wrong.

The report stated that there is not much correlation between child bearing and career growth for women, there was not any significant indicator as to why women are at a junior position v/s men on the same career path. The only indicator which showed bias was the entry roles offered to women, where they had to prove their worth to the organization before being taken for higher roles (10% women were accepted at higher level roles v/s 19% men were accepted at higher level roles).

To know more of the scenarios that is in corporate India, I did some secondary research (read googling) and came with some interesting articles. This one says that the condition of women in India Inc. is no different, some excerpts -

Surprise? Not really, as experts say that a bare three per cent women occupy senior positions in private companies across India. And most of the companies only have five to six per cent women employees. What is more, a national daily quoted Pallavi Jha, former chairperson of the Confederation of Indian Industry (CII) (Maharashtra Region) as saying; "A study on women graduates of the Indian Institute of Management, Ahmedabad, showed that more than 70 per cent do not pursue a career."

A study conducted in 2007 revealed that this discrepancy is not only observed in the lower echelons of company management, but even more so at senior management levels.

Out of the 9,000 people on boards of the BSE-listed companies, only five are women. Indian companies seriously lack women in senior management roles, HR consultants say.

If one has to change this, then who does the responsibility lie with? The women to achieve more? The men to give women a fair chance? The organizations to level the odds for both the genders? The education system? Or the society to change their mindset?

Copy as in the written text. Often organizations do not realize how important a properly worded message can be. If the communications department does a muck-up of the job, then the intended audience misinterprets the messaging.

At work, we were discussing the entire content cleaning and re-wording of our marketing communications. Anyone who has been to our flagship portal would realize that the learning curve required to understand the concept and use the product is quite steep. During this discussion, we learnt the Study Technology that Scientology proposes. I thought that I might share this with you.

Scientology states that there are 3 barriers which stop an individual from studying a particular topic -

1. Misunderstood Word – If an ambiguous or a complex word is used in the message, then that is a deterrent to the individual. Jargon comes in this space. Look at the text you have written from your audience’s perspective, if there are any words which could be misinterpreted, then replace them with simpler words.
2. Steep Gradient – If the student is expected to perform new actions, without getting enough time to learn from his previous actions, then this results in confusion. You can see this problem with most failed games, the tutorials are too small or are too confusing. Give them space to assimilate new actions, try to setup a practice play of the new actions. Games like World of Warcraft excel at these things.
3. Lack of Mass – Attempting to teach something without anything concrete is difficult. Imagine trying to teach an abstract concept to a student without any solid examples.

For mainstream adoption, if these things are not done, then the level of  energy and commitment required for an individual to take up your content would be too high. It might attract like minded people such as yourself, but it certainly wont attract the masses.

Looking back, when I apply these to our own tour to the site, I realize that there are still colossal huge gaps to be filled.

While at work today, an interesting discussion cropped up. Whether there is any correlation between Employability and Self-Esteem. Although a lot of work has been done on these two topics independently, I could hardly come up with anything which tied these two together. Interestingly, many firms have tried to come up with Employability Index and Self-Esteem Index, so why not see the behavior of these two?

Before we laugh off Wally, I want to say at the highest point of Employability, the Self-Esteem is the true identity of the individual’s skill sets. It is very difficult to find people like these, whose estimate of their self-worth is equal to the actual difference they make. I remember a study that I had participated, in a sample size of 40 individuals, only 2 of them were close to their self-worth, the rest either thought very highly of themselves or undersold themselves.

Where would you choose to be?

This post by Seth Godin made me think.

People are just begging to be told what to do. There are a lot of reasons for this, but I think the biggest one is: "If you tell me what to do, the responsibility for the outcome is yours, not mine. I’m safe."

Whenever you are working with people, how many times have you had to think for everyone else? Everything looks hunky-dory and people seem to be listening to you. But do you know why they are listening? Because that way, they do not have to think, because then they are not responsible. When sh!t hits the ceiling, it will be most likely you who would be doing the clean up.

Try what Seth says, the guru is right. Refrain from telling them what needs to be done. Let your team struggle, let the people take up the mantle. Some of them will start liking being independent. Foster and nurture these pieces of independent thought, and you have a sustainable knowledge practice up and running.

A lamp in pure darkness is bright, but its not as bright as a lamp and 3-4 flickering sparks.

At a friend’s wedding, I heard about this new approach to one’s job. The man was talking that his employee’s are peace time soldiers, “eh?!?” I went. The idea is that many employees approach their job in a fashion like peace time soldiers … they assemble in formations, they do their drills, they salute to their seniors and when no one is looking, they relax and goof around. Having done this myself, I could not disagree … so what does one do to get out of this rut? The answer is simple … go to war!!

During war, soldiers are willing to give their lives (in this case their jobs) for a particular purpose. Employees should identify the purpose for which they will strive hard and achieve or else give their jobs. That gives them the true drive at work, an achievable goal and also a reality check. If an employee cannot come up with any such purpose, then you can be rest assured that he/she is already looking out for different opportunities and is not really pulling his/her weight around.

I tried this tactic with myself at my office, with wonderful results. Not only am I making goals clearer for myself, but also I am sending out a message to everyone else whom I am working with as to what drives me and what is my top priority.

So what are you willing to die for?

I have been reading Reeves and Read’s Total Engagement: Using games and virtual worlds to change the way people work and business compete, this is as part of my work (I know, rocking job ). The whole idea started when we decided to see how individuals change their approach of work if they see their passion in their work (and not the other way round!!). One of my passions is games. Hence the book, and to see how games can be used in work scenarios in order to change the way employees engage with their jobs.

By the first set of chapters itself, the authors had me re-affirm my faith in games completely. The authors looked at around 800 different jobs available with the US Labour Department (O*NET), and identified around 50 0r so different capacities/skills needed to function in those jobs. Each of these skills was then explained as something that we (as gamers) do whilst playing our favorite games.

So why do we pay for doing the something for which we can also get paid for? Why cannot work become play? I strongly believe it can be made into a play-space. Imagine your job as a MUD

During my brief stint with eYantra, our foundation team did some cool stuff. We also made more than our fair share of blunders. I am just putting it down in one place, so that oth ers can benefit from our experience. On reflecting back, I am glad this happened because it was an eye opener in more senses than one. It was also a stint which significantly boosted my confidence.

I worked there for a span of two years, and had to come back to Mumbai because of personal reasons. What happened after that I only came to know through small and infrequent chats with the employees there. Enough to realize that I need to share this with everyone to benefit from the collective’s insights.

The Do’s

• Have high levels of energy. It’s your baby, only you can make it happen and no one else. If this requires sacrificing lazy Saturdays and Sundays, then so be it.
• Your core team can make the difference between a failed idea and a successful venture. Their group dynamics is very important for your venture to succeed.
• Weekly meetings to keep everyone upto par on different tracks. I think this becomes more important with increasing members in the team.
• Show a sense of direction, and be integral to your vision. If you falter, your team looses faith in you. Soul searching (if any) should be done with as small a team as possible.
• When in doubt, discuss. Come to a common agreement with the team to move ahead.
• Be starkly honest to the first set of your employees. Treat them like family. If you are a product oriented firm, then your product development team is to be treated with the utmost respect.
• Get some market traction before your product is ready. That way you will already have a ready buyer for the product.
• (appended) Find differentiators and expound them in the market
• (appended) Believe in your idea. If you don’t believe in it, then no one else will

The Dont’s

• In an e-commerce setup, all the divisions are important. One cannot run without the other. Treat them likewise.
• Under-commit but don’t over-commit. Your reputation is at stake e.g. if you promise someone biryani and deliver daal then it won’t be appreciated, but the other way round, you will have a satisfied customer
• Don’t expect your employee to show the same amount of commitment that you have. You have equity, they don’t.
• Confounding your employees with that variable performance bonus … it’s more of a disabler (suggestions welcome here). (amended) If you still want to have that variable, then have complete transparency in how it is calculated, and give your employees a chance to perform by including it in the next round of appraisal.

The list will be re-visited upon and your comments will be integrated into this. Thanks in advance.

Manish Saini writes -

Don’t reduce the pay of your urrent employees in the pretext of the variable, rather introduce as a part of your next round of appraisal.

Ranjith Boyanapalli writes -

DOs would be to “find a valid differentiator” and have your “goto market strategy well in place”.

Mayur Pathak writes -

Every idea needs its own time and grooming. It is important to be persistent enough. Take suggestions though, but dont rely on them. Dont give up just because you lost patience or because some one said so. Come to the office every morning thinking this is going to be the best day ever.

I read Chetan Bhagat’s novel, enjoyed it … but sadly the book lacked a certain message. It’s either that or it’s been 3 years and I dont remember the book very well. 3 idiots is a stark contrast.

The basic plot is the same, but once you go in the details, both the stories are distinctly different.

One of the central themes of the movie is about following one’s passion. To aim for excellence and not for ability. The scene where Aamir Khan talks about being well educated and not well trained is a must see. I can really identify with that, since its very much related to a vision that I am currently working on.

This is i-become.

i-become is about realizing your career not as a place just to earn money, but as a place for following one’s passion by utilizing one’s full potential. The way Madhavan decides to follow his passion for Wildlife photography, so should each one of us aim for our aspirations. Without a purpose, a goal, an aspiration … life is nothing but a empty shell.

What do you think?

Dear Readers,
I am looking for enthusiastic guys who can help me beta test an application not just for the functionality of the web application, but also the concept behind it.

I have already taken the liberty of involving a few of my regular readers, but if you do wish to contribute, then please do drop me a line here.

Looking forward to a solid participation

In my past 3 months at Illumine (which is a Knowledge Lab), one of the first thing that struck me was their emphasis on models. More importantly knowledge models … instead of focusing on how the knowledge flowing in the system (which what most of the KM tools focus on), the company focused on the model in which that knowledge was generated, distributed and improved. Interestingly, the organization themselves have a very loose KM in place. Right now it is basically a samba share of different folders. It’s that simple.

In an attempt to make sense out of the zillions of files on my current project, I decided to explore some interesting ways to ingest this content into a system. Immediately, Mediawiki came to mind. This is what Wikipedia is made out of.

The How

Installation was easy, you download the tarball from here. You extract it into your hosting space, and follow the simple and easy-to-use instructions in the setup wizard. Voila!! You will have a working wiki!

But that is the easy part,

The Cons

1. Structuring the Wiki becomes ARPITA (A-Real-Pain-In-The-Ass) ps – on a side note, I feel sad for all the Arpitas in the world
2. Writing and creating the wiki content is also difficult since you have to stick to the wiki syntax
3. It is not as free fall a structure as you can think it to be
4. n00bs do not want to contribute to the Wiki, they only want information, which means that you are writing wiki content all the time

Despite these issues, I still liked the idea of a wiki and am currently having my own personal wiki, because of

The Pros

1. A personal wiki becomes a KM meme, where you just ingest content and the sense and navigation emerges after a period of time
2. The final product looks smashing, helps me sort through the content
3. This becomes a documentation and KT process for me as well (not that I am looking for replacements!!)
4. The wiki can be scaled to my team members using the Discussion spaces, and it will also then clarify my knowledge meme

What do you think?