Self-Esteem v/s Employability

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?

Independent thought

Stock Photos
Shine on

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.

Job is War!!

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?

Purpose needs to be actionable!

A friend’s cousin approached me recently. He wanted to enter the gaming industry and was essentially clueless as to what to do next. Since this career stream was startlingly similar to what I had started out with (this was at the age of 10 for me though), I decided to make his quest my personal crusade. Where I had taken up games as a form of entertainment, I decided to take up his case.

So I asked him as to what had he done to get closer to his purpose. Other than playing different games, he had done absolutely nothing. He was starting from scratch, towards a journey less travelled. Imagine sailing in an uncharted sea (non-mainstream career), without a look-out tower (lack of visibility) and without the sails (lack of skill-sets) to drive you ahead. Tough journey right? I pointed him in the right direction and gave him some actionables that would get him started on his path. I also asked him to build the right set of capacities before makes the jump to gaming as a career. There is a vast difference between playing a game and making one, between having an interest and pursuing one, between having a purpose and acting on it.

I ask myself and you, that is mere purpose without action enough then? I might have lofty ambitions and a strong purpose driving me … but am I acting on that purpose?

Work is Play!!

 

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 :-)

Learnings from start-ups

j0387194During 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.

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

Passion and intent

Bill Watterson to in the commencement speech to his alma matter (Kenyon College), came out with several gems. I wonder how many of them will be retained by the original audience.

An excerpt –

Like many people, I found that what I was chasing wasn’t what I caught. I’ve wanted to be a cartoonist since I was old enough to read cartoons, and I never really thought about cartoons as being a business. It never occurred to me that a comic strip I created would be at the mercy of a bloodsucking corporate parasite called a syndicate, and that I’d be faced with countless ethical decisions masquerading as simple business decisions.

Bill talks about his passion, and how it manifested in different forms during his college years. How the passion overtook him, and then how the business overtook his passion. Without keeping your mind fresh, if you engage with passion, then even you might go through the same experience. The key to it is to play and keep an open mind for different ideas and experiences. So what new did you learn today?