tag:blogger.com,1999:blog-60978451068155121722024-03-13T00:26:25.525-07:00Bhaskar NatarajanBhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.comBlogger56125tag:blogger.com,1999:blog-6097845106815512172.post-54254491180235533912019-06-15T08:32:00.001-07:002019-06-15T08:32:06.962-07:00Coaching, at best!<div dir="ltr" style="text-align: left;" trbidi="on"><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: rgb(34, 34, 34); float: none; font-variant-caps: normal; font-stretch: normal; font-size: 13px; line-height: normal; font-family: arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px; display: inline !important;"><strong style="font-style: normal;"><u>Note</u></strong><strong style="font-style: normal; font-weight: normal;">: </strong><i>I wrote this sometime in 2013 and found this piece among other unpublished drafts... found this narrative still relevant and releasing.. hope it strikes a chord!</i></span></div><div dir="ltr" style="text-align: left;" trbidi="on"><span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><strong><br></strong></span></div><div dir="ltr" style="text-align: left;" trbidi="on">
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><strong>DREAM, DREAM BIG!!!</strong></span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">When many 'Gurus' told me this, it didn't strike a chord with me as well as it did when little Jyotsna (my sister's daughter), a four year old, taught me the same message!</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">Few words about Jyotsna. She doesn't like being questioned a lot. Just simple plain questions drives her away to do something interesting in her life (bullying her little brother at hand) than talking to me. There were many instances in the past where my 'Coaching' approach boomeranged with her!</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">I was on a video chat with my sister and there comes this bubbly girl with two currency notes (ten and two rupee notes). Here is a simplified transcript of our conversation that followed:</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><strong><u>BN</u></strong>: Hey! Jyotsy, I see that you have some rupee notes, how did you get them?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna</strong></u>: (Glee in her voice) Paati (Grandmother) gave me for being a good girl.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>BN</strong></u>: How much money is that?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna</strong></u>: Ten rupees and two rupees</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><strong><u>BN:</u></strong> How much is that?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna</strong></u>: (by this time she is a bit skeptical on where is this conversation going, her eyes search for her little brother) Hmmm...</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">Now her mother also joins the conversation.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Bharathi Raghu</strong></u>: Tell Jyotsy, how much is 10 plus 2?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna</strong></u>: twelve.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>BN</strong></u>: Wow that's a lot of money! What are you going to do with this?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna:</strong></u> I'll buy a toy for my little brother.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>BN:</strong></u> that's good. How much more money you need to buy him a toy?</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">(I was thinking she might say some number like fifty or hundred, then I would say, if you are good girl you might get the remaining money in no time. "What all you'll do to be a good girl?" Would've been my next question.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">Perhaps, she got a drift of where I'm going with this, she got up from her mother's lap, prepared herself to leave the place, but before going......)</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><u><strong>Jyotsna</strong></u>: Two lakh rupees!!!! (off she disappeared, leaving me gaping at the screen, trying to understand what hit me)</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">My sister started to laugh out loud and that brought me back to senses. I was not prepared for this stroke of brilliance from a four year old.</span><br>
<br>
<span style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; background-color: white; color: #222222; display: inline !important; float: none; font-size-adjust: none; font-stretch: normal; font: 13px/normal arial, sans-serif; letter-spacing: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;">A lesson learnt!</span></div>
Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-82782342766106049742016-10-30T05:56:00.000-07:002019-06-15T08:34:28.483-07:00W.A.I.T - A Powerful tool for Leader as a Coach<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="font-family: "Source Sans Pro"; font-size: 12.0pt; margin-bottom: 6pt; margin-top: 0pt;">
<b><u>W.A.I.T - A Powerful tool for
Leader as a Coach</u></b></div>
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I lead an operations team of a non-profit (along with many
other exciting stuff I get to do here :-)... ) and it's quite a task to keep up
with all the moving parts. </div>
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An acronym that helps me to stay grounded at times is
W.A.I.T: I read this in two ways </div>
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<b><i>1. WHY AM I TALKING?</i></b></div>
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While a weekly operational review is in progress, I tend to
provide a bag full of ideas, suggestions and personal insights that would be
useful for my team members, real time! Alas, they are not good enough for my
team and I ended up talking more and more to justify why my inputs
matter! </div>
<div style="font-family: "Source Sans Pro"; font-size: 11.0pt; margin-bottom: 12pt; margin-top: 0pt;">
That's when I stop myself and say "W.A.I.T!" Why am
I doing all the talking? Then I see the conversion becomes less and less about
me and more about things that really matter to my team and they take collective
action for the benefit of the overall organisation.</div>
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<b><i>2. WHAT AM I THINKING?</i></b></div>
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During meetings, my colleagues often find me quiet and
observant. I guess at some point they start wondering if I'm mentally present
and try to pull me into conversation by asking - "what do you think about
this?"</div>
<div style="font-family: "Source Sans Pro"; font-size: 11.0pt; margin-bottom: 12pt; margin-top: 0pt;">
It helps me to jot down few points at the beginning of the
meeting - answers to the question "What am I thinking about this subject
and what is my stance on the decision made or about to be made?"</div>
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<div style="font-family: "Source Sans Pro"; font-size: 11.0pt; margin-bottom: 12pt; margin-top: 0pt;">
<b>So if you find this useful, then W.A.I.T !!!!</b></div>
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Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-76749834432290182762013-08-11T19:47:00.001-07:002013-09-13T20:32:41.266-07:00Journey of an Executive Coach<p dir="ltr">Since Nov 2012, I'm engaged in Coaching top leaders of a group of companies founded by an Entrepreneur, who is well known and respected by industry leaders. I also coach his two sons, who are engaged in the business. The elder son had an head start in joining the business by a few years. Hence the coaching needs of the two are very different. </p>
<p dir="ltr">During the first few days of my joining, I focused on 1-on -1 coaching of the CEOs and their direct reports. Later, as I developed better understanding of the individuals on the team, I started to conduct Group/Team Coaching sessions. The group sessions were offered to mainly intact teams (from the same company), and not across different companies.</p>
<p dir="ltr">The first few sessions offered me a deeper understanding of the intra personal and interpersonal issues within the team. </p>
<p dir="ltr">Armed with theoretical knowledge and practical experience,  I developed a journey map for the group/team as follows:</p>
<p dir="ltr">A. Self Awareness - A leader's development starts with the motto 'know thyself'. The individuals on the team completed few assessments, including MBTI, conflict Management Styles and Leadership styles, to discover more about themselves.</p>
<p dir="ltr">B. Situational Awareness - collectively teammates completed - SWOT/SCOT Analysis of the organization and the team, Tuckman's stages of team, 'Mad, Sad, Glad' (things that made them happy, angry or frustrated in the last 6 months), etcetera, to understand the current situation they are in better. A lot of time invested in getting the grip on 'reality'.</p>
<p dir="ltr">C. Systems Thinking - after securing clients' / Sponsor's consent, I could collect anonymous feedback from a sample representatives of their top valued 'Customers', 'Employees', 'Vendors' and 'Investors'. I shared the feedback and the patterns that emerged from these conversations during a team Coaching session. This helped the top team to see the various perceptions in play and the reputation they have on others mind in a dispassionate way (since I removed the names and any reference to the person giving feedback). The idea was to help the team realize that the 'Sum of parts in not equal to the whole'. The session that followed where based on appreciative inquiry and systems thinking. </p>
<p dir="ltr">D. Shared Mindset - This helps the team to be aware or realize that 'Goals shared' are not the same or powerful as  'Shared Goals'. The collective vision that emerged for the team is to make theirs a 'High Performance, Customer - centric organization, which is a great place to work'. </p>
<p dir="ltr">The individual and team action plans emerged during these sessions and over the last few months it is on track. </p>
<p dir="ltr">The journey continues. ...</p>
<p dir="ltr">Some of my key insights as a coach:</p>
<p dir="ltr">1. <b>Earn the 'Right to Coach'.</b> It cannot be forced upon the client by the sponsors. Establish that you are not 'Chairman's Spy'</p>
<p dir="ltr">2. <b>Don't get too involved in the business of your clients / Coachee.</b> The behavior patterns changes and before you know you'd start owning and solving the clients problems. </p>
<p dir="ltr">3. <b>Ensure you've got sponsors' Trust.</b> They should trust you enough not to ask what's happening in the coaching sessions.</p>
<p dir="ltr">4. <b>Earn Client's confidence</b>, that you are keeping the conversation confidential and acting on the best interests of the client. You will be privy to a lot of sensitive and conflicting information/ view points about each other on the same team. <b>Acknowledge the same and still be nonjudgmental</b>. </p>
<p dir="ltr">5. <b>Speak truth to the power</b>, when needed. Especially the sponsors when their decisions are impacting individuals and teams.</p>
<p dir="ltr">I had my own share of tough moments in earning the trust and space to be a leader's coach. In couple of instances, I got a perception that the coaching contract is off. However time and again I reminded myself to be nonjudgmental in my approach and seek to understand the concerns of the leaders. This helped me to change my approach and dealing tge situation in a different manner. At the end it paid off. I could earn my place as a coach and be back on track in the engagement. This is still a journey, a lot to learn in this area.</p>
<p dir="ltr">Will keep sharing as I learn more and grow in this journey. </p>
Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com3tag:blogger.com,1999:blog-6097845106815512172.post-54786006135140431842012-11-13T23:29:00.001-08:002012-11-13T23:29:23.484-08:00Please vote for Bhaskar Natarajan for ICF Global Director 2013 (Nominee)<iframe allowfullscreen="" frameborder="0" height="344" src="http://www.youtube.com/embed/_axORPMC9_U?fs=1" width="459"></iframe>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-85966573246056837842011-11-22T08:23:00.001-08:002011-11-22T08:25:56.281-08:00Social Networks for Adoption of Product or new technology implementationI was watching this video and lots of ideas sprouted in my mind...<br /><br />For a large organization, it makes much sense to focus on studying this 'Social Networks' and connections at work for making any technology implementation successful (if not increase the adoption rate)<br /><br /><object height="374" width="526"><br /><param name="movie" value="http://video.ted.com/assets/player/swf/EmbedPlayer.swf"><br /><param name="allowFullScreen" value="true"><br /><param name="allowScriptAccess" value="always"><br /><param name="wmode" value="transparent"><br /><param name="bgColor" value="#ffffff"><br /><param name="flashvars" value="vu=http://video.ted.com/talk/stream/2010/Blank/NicholasChristakis_2010-320k.mp4&su=http://images.ted.com/images/ted/tedindex/embed-posters/NicholasChristakis-2010.embed_thumbnail.jpg&vw=512&vh=288&ap=0&ti=852&lang=en&introDuration=15330&adDuration=4000&postAdDuration=830&adKeys=talk=nicholas_christakis_the_hidden_influence_of_social_netw;year=2010;theme=evolution_s_genius;theme=unconventional_explanations;theme=the_rise_of_collaboration;theme=medicine_without_borders;event=TED2010;tag=Science;tag=evolution;tag=health;tag=medicine;tag=society;&preAdTag=tconf.ted/embed;tile=1;sz=512x288;"><br /><embed src="http://video.ted.com/assets/player/swf/EmbedPlayer.swf" pluginspace="http://www.macromedia.com/go/getflashplayer" type="application/x-shockwave-flash" wmode="transparent" bgcolor="#ffffff" allowfullscreen="true" allowscriptaccess="always" flashvars="vu=http://video.ted.com/talk/stream/2010/Blank/NicholasChristakis_2010-320k.mp4&su=http://images.ted.com/images/ted/tedindex/embed-posters/NicholasChristakis-2010.embed_thumbnail.jpg&vw=512&vh=288&ap=0&ti=852&lang=en&introDuration=15330&adDuration=4000&postAdDuration=830&adKeys=talk=nicholas_christakis_the_hidden_influence_of_social_netw;year=2010;theme=evolution_s_genius;theme=unconventional_explanations;theme=the_rise_of_collaboration;theme=medicine_without_borders;event=TED2010;tag=Science;tag=evolution;tag=health;tag=medicine;tag=society;&preAdTag=tconf.ted/embed;tile=1;sz=512x288;" height="374" width="526"></embed><br /></object>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com1tag:blogger.com,1999:blog-6097845106815512172.post-9050731513521677372011-11-16T20:17:00.000-08:002011-11-16T21:07:30.938-08:00Feedback that works!One of the most effective models of delivering feedback is set forth in a <a href="http://www.ccl.org/leadership/pdf/assessments/guidebook405.pdf">small handbook</a>, Feedback that Works by Sloan Weitzel, published by the Center for Creative Leadership, 2000. There is a three-step process (added fourth step - See below) in delivering effective feedback: <ol><li>Capture the situation (S)<br /></li><li>Describe the behavior (B)<br /></li><li>Describe the impact the behavior had on you or the organization (I)<br /></li><li>Place a request (R)<br /></li></ol> <p><b>Capture the situation<span style="color: rgb(255, 0, 0);"> (S)</span></b>: In the first step of the process, you must be specific as to what happened, when it happened and the context. The more specific you can be the better. Refrain from adding any judgmental statements. Be as neutral as possible, avoiding words that might trigger defensiveness. The idea here is to recall the event. </p> <p><b>Describe the behavior <span style="color: rgb(255, 0, 0);">(B)</span></b>: In this crucial step, you must give information about what behavior needs to stop or continue in order to improve performance. Avoid using adjectives that describe the person, but using words that describe the person's actions are acceptable. The more observable behaviors that can be described the better, as you are presenting facts here, not interpretations. It is important to capture not only what people do, but how they are doing it. This requires keen observational skills in order to describe nonverbal communication and body language. </p> <p><b>Deliver the impact <span style="color: rgb(255, 0, 0);">(I)</span></b>: In this step, you must focus on the impact of the behavior on you. This is <u>not</u> where you communicate what the impact may have on the organization or on other people. When you interpret and make a judgment about the behavior, you are less effective because the person can become defensive and argue with your interpretation. When you deliver the impact it had on you, it is harder for the person to dismiss your personal experience and it is more likely they will hear what you've said. You are sharing your personal point of view and asking the other person to view their behavior from your perspective. This kind of sharing can build trust and lead to honest sharing.<br /></p><p>The fourth step in the process (based on my experience and the 'Conflict Management Tools' program I facilitated at Satyam School of Leadership) is:<br /><br /><span style="font-weight: bold;">Place a Request <span style="color: rgb(255, 0, 0);">(R)<span style="color: rgb(0, 0, 0);">: </span></span></span><span style="color: rgb(255, 0, 0);"><span style="color: rgb(0, 0, 0);">This is important aspect of Soliciting, </span></span><span style="color: rgb(255, 0, 0);"><span style="color: rgb(0, 0, 0);"></span></span>Giving or Receiving Feedback. Without placing a request i.e. What would you like the person to keep doing or do differently? and What support would you offer him/her? the other person would not understand what action is expected of him/her.<br /></p><span style="font-weight: bold;"><blockquote>In brief:<br /><span style="color: rgb(51, 51, 255);">Situation:</span> <span style="font-style: italic;">Where and When did the specific behavior occur?</span><br /><span style="color: rgb(0, 0, 153);">Behavior:</span> <span style="font-style: italic;">What are the characteristics, actions, words and non-verbal behaviors that need to be repeated or improved?</span><br /><span style="color: rgb(51, 51, 255);">Impact:</span> <span style="font-style: italic;">What are the consequences? What impact does this behavior have on other people? Is the behavior effective or ineffective?</span><br /><span style="color: rgb(51, 102, 255);">Request:</span> <span style="font-style: italic;">What would you like the person to keep doing or do differently? What support would you offer him/her?</span><br /></blockquote></span>Some organizations, use a modified version of the above:<br />- <span style="color: rgb(204, 51, 204);">E</span>vent<br />- <span style="color: rgb(204, 51, 204);">A</span>ction<br />- <span style="color: rgb(204, 51, 204);">R</span>esults<br />- <span style="color: rgb(204, 51, 204);">N</span>ext Steps<br />essentially the same principle<br /><br />Feedback needs to be clear, specific, candid and concise. It should not be judgmental (good/bad), blaming (fault/scapegoating), or come from right/wrong thinking. If delivered in any of these modes, it will trigger either active or passive defensiveness. <p>These steps are valuable for both positive and negative feedback. Perhaps the best way to begin the practice of effective feedback is to start with positive messages. One message should be delivered at a time, however, to avoid the sandwich effect. When negative feedback is sandwiched in between two positive messages, it is less effective because the positive messages never get heard. This may be perceived as manipulative and insincere and does nothing to build trust. </p>I also benefited a lot from reading the <a href="http://www.ccl.org/leadership/pdf/community/FeedbackQA.pdf">Q&A material</a><br /><br />*p.12 Feedback That Works, Sloan R. Weitzel, Center for Creative LeadershipBhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-70241177808671208972011-10-21T19:06:00.000-07:002011-10-21T19:08:41.598-07:00What Motivates us? - Excerpts from 'Drive' by Danial PinkInteresting and Insightful Video<br /><br /><br /><br /><object height="360" width="640"><param name="movie" value="http://www.youtube.com/v/u6XAPnuFjJc&hl=en_US&feature=player_embedded&version=3"><param name="allowFullScreen" value="true"><param name="allowScriptAccess" value="always"><embed src="http://www.youtube.com/v/u6XAPnuFjJc&hl=en_US&feature=player_embedded&version=3" type="application/x-shockwave-flash" allowfullscreen="true" allowscriptaccess="always" height="360" width="640"></embed></object>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com1tag:blogger.com,1999:blog-6097845106815512172.post-44959360074415106362011-05-13T08:55:00.000-07:002013-08-11T16:33:21.928-07:00My 'Yellow Brick Road'<span class="Apple-style-span" style="border-collapse: collapse; font-family: arial, sans-serif; font-size: 13px; "><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; ">Few thoughts that trigged in me while reading Dr. Myra White's book '<a href="http://www.tapyourheels.com/" target="_blank" style="color: rgb(148, 46, 6); ">Follow the Yellow Brick Road</a>' - A Harvard Psychologist's Guide to Becoming a Superstar:</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">I was part of a Non-Profit (around 6 ½ years) in the last decade. We ran a 90 day program in classroom, starting with 'Life Skills' module and then domain skills (Arithmetic, Basics of Computer, Retail, BPO, Automobile etc.). The 'Life Skills' program (first 10 days) is worth mentioning as it followed the same pattern as Dr. White has outlined in her book.</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">The Program is designed to answer the four key questions,</p> <p style="margin-left: 1in; "><span>1.<span style="font: normal normal normal 7pt/normal 'Times New Roman'; "> </span></span>Who am I?</p><p style="margin-left: 1in; "><span>2.<span style="font: normal normal normal 7pt/normal 'Times New Roman'; "> </span></span>Where do I come from?</p> <p style="margin-left: 1in; "><span>3.<span style="font: normal normal normal 7pt/normal 'Times New Roman'; "> </span></span>What are my goals? (We believed in multiple goals)</p><p style="margin-left: 1in; "> <span>4.<span style="font: normal normal normal 7pt/normal 'Times New Roman'; "> </span></span>How do I achieve them?</p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">At the end of 10 days, these youth were very clear about their 'Purpose' in life and reportedly felt 'in control'. This was also a testimony of our 'facilitation skills' as we had a challenge of 'Drop outs' in the program. This was a 'Free' course and we were not sure if they would come back again the next day for the classes. Yes, we did not charge any money from these beneficiaries, we found corporate or govt. sponsors for the program, later moved to 'Pay-it-Forward' model. The graduates of the program started to pay for the subsequent batches from their salaries. A commitment to help their fellow youngsters! We were surprised at the evolution of this program. We did not design this to be this way! Neither we forced them into such a model.</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "></p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">These four questions, held the key for success of the participants of this program. Those who kept their 'journals' handy and made copious notes (some students even preserved these notes & exercises that we gave in class - well after 3 or 4 years of their graduation!). We had designed games, activities to help them realize the importance of these four questions. As these were young adults (some of them primarily dropped out of school education system because they were 'Told to do' certain things and they never understood 'why' they were supposed to). We did not want to 'Tell them' what they should 'do'. However, they 'understood' the message.</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">In these 'First 10 days', around 70% of the students turn around and 'focus' on what they should be doing with their lives. The rest, feel the momentum and join them well before the end of the program. We always enjoyed around 90% employment rate and we followed them for many years after they graduated to ensure that this is 'Sustainable' change.</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">Taking sessions for these young adults and training facilitators to 'make this happen' were the beautiful moments in my life!</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "></p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; ">That was my 'Yellow brick road' and I can say proudly that in this process, I could help many walk the same!</p> <p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "> </p><p class="MsoNormal" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0.5in; "><span style="font-family: Wingdings; ">J</span> <span style="font-family: Wingdings; ">J</span></p> </span><br>-- <br>Bhaskar Natarajan, ACC<div><img src="http://www.coachfederation.org/includes/media/docs/acccl.jpg" width="96" height="53"><div><br></div></div> Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com4tag:blogger.com,1999:blog-6097845106815512172.post-7843234623800229832011-05-08T07:51:00.001-07:002011-05-08T07:53:34.134-07:00TRACOM social styles<iframe height="300" src="http://player.vimeo.com/video/10186176?title=0&byline=0&portrait=0" frameborder="0" width="400"></iframe><br /><p><a href="http://vimeo.com/10186176">TRACOM's SOCIAL STYLE Model</a> from <a href="http://vimeo.com/user3385884">Social Style</a> on <a href="http://vimeo.com/">Vimeo</a>.</p><br /><br />--<br />Bhaskar Natarajan, ACC<br /><img src="http://www.coachfederation.org/includes/media/docs/acccl.jpg" width="96" height="53" />Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-7725580395554590332011-05-07T22:32:00.001-07:002011-05-07T22:32:29.990-07:00Thirteen Virtues - Benjamin Franklin<div><strong><font size="6">Thirteen Virtues<br></font></strong></div> <div>Franklin sought to cultivate his character by a plan of 13 virtues, which he developed at age 20 (in 1726) and continued to practice in some form for the rest of his life. </div> <div> </div> <div>His autobiography lists his 13 virtues as:</div> <div><br> 1. "Temperance. Eat not to dullness; drink not to elevation."<br> 2. "Silence. Speak not but what may benefit others or yourself; avoid trifling conversation."<br> 3. "Order. Let all your things have their places; let each part of your business have its time."<br> 4. "Resolution. Resolve to perform what you ought; perform without fail what you resolve."<br> 5. "Frugality. Make no expense but to do good to others or yourself; i.e., waste nothing."<br> 6. "Industry. Lose no time; be always employ'd in something useful; cut off all unnecessary actions."<br> 7. "Sincerity. Use no hurtful deceit; think innocently and justly, and, if you speak, speak accordingly."<br> 8. "Justice. Wrong none by doing injuries, or omitting the benefits that are your duty."<br> 9. "Moderation. Avoid extremes; forbear resenting injuries so much as you think they deserve."<br> 10. "Cleanliness. Tolerate no uncleanliness in body, cloaths, or habitation."<br> 11. "Tranquility. Be not disturbed at trifles, or at accidents common or unavoidable."<br> 12. "Chastity. Rarely use venery but for health or offspring, never to dullness, weakness, or the injury of your own or another's peace or reputation."<br> 13. "Humility. Imitate Jesus and Socrates."<br> </div> <div>Franklin did not try to work on them all at once. Instead, he would work on one and only one each week "leaving all others to their ordinary chance". While Franklin did not live completely by his virtues and by his own admission, he fell short of them many times, he believed the attempt made him a better man contributing greatly to his success and happiness, which is why in his autobiography, he devoted more pages to this plan than to any other single point; in his autobiography Franklin wrote, "I hope, therefore, that some of my descendants may follow the example and reap the benefit."<br> <br clear="all"><br>-- <br>Bhaskar Natarajan, ACC</div> <div><img src="http://www.coachfederation.org/includes/media/docs/acccl.jpg" width="96" height="53"> <div> </div></div> Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-10086640395753161562010-12-06T17:22:00.000-08:002010-12-06T17:29:52.188-08:00Outliers - Malcom Gladwell<a href="http://en.wikipedia.org/wiki/Outliers_(book)"><span class="Apple-style-span" style="font-size: small;">Ouliers</span></a><span class="Apple-style-span" style="font-size: small;"> by <a href="http://www.amazon.com/dp/0316017922">Malcom Gladwell</a>, <span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; ">examines the factors that contribute to high levels of success. </span><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; ">Throughout the publication, Gladwell repeatedly mentions the "10,000-Hour Rule", claiming that the key to success in any field is, to a large extent, a matter of practicing a specific task for a total of around 10,000 hours.</span></span><div><span class="Apple-style-span" style="font-size: small;"><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; "><br /></span></span></div><div><span class="Apple-style-span" style="font-size: small;"><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; "><span class="Apple-style-span" style="font-size: 13px; "><i>Outliers</i> has two parts: "Part One: Opportunity" contains five chapters, and "Part Two: Legacy" has four. The book also contains an Introduction and Epilogue</span></span></span></div><div><span class="Apple-style-span" style="font-size: small;"><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; "><span class="Apple-style-span" style="font-size: 13px; "><br /></span></span></span></div><div><span class="Apple-style-span" style="font-size: small;"><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; "><span class="Apple-style-span" style="font-size: 13px; ">My Insights:</span></span></span></div><div><span class="Apple-style-span" style="font-size: small;"><span class="Apple-style-span" style="font-family: sans-serif; line-height: 19px; "><span class="Apple-style-span" style="font-size: 13px; "><br /></span></span></span></div><div><span class="Apple-style-span" ><span class="Apple-style-span" style="font-size: 13px; line-height: 19px;">1. Hard-work - Planned, meticulous, sincere hardwork pays</span></span></div><div><span class="Apple-style-span" ><span class="Apple-style-span" style="font-size: 13px; line-height: 19px;">2. commit 10,000 hrs of your dedicated time for anything you want to specialize in.</span></span></div><div><span class="Apple-style-span" ><span class="Apple-style-span" style="font-size: 13px; line-height: 19px;">3. All great people started by presenting themselves with right opportunity and hard-work to deserve that.</span></span></div><div><span class="Apple-style-span" style="font-size: 13px; font-family: sans-serif; line-height: 19px; "><br /></span></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-34695533137244066502010-11-30T07:12:00.000-08:002010-11-30T07:39:15.434-08:00The Inner game of Squash!There are more lessons to be learnt while playing!<div><br /></div><div>I'm a beginner in the game of Squash. The place where I'm staying in Bangalore has good players. I really admire their maturity in hand-holding the new comers!</div><div><br /></div><div>There is one guy whom I would call 'Raj', is very supportive. He speaks less and shares good tips on playing well. Today is my 7th day in the court... after many sweaty evenings, wrist pain, shoulder pain and silly excuses for not going to court... today I enjoyed my game. I lost all the four games... but I could find myself improving. </div><div><br /></div><div>I decided to try out the 'Inner game' technique. i.e. have more of positive self-talk about the shots, the placement and less of criticism. It works! When I'm talking positively about my shots and get ready for the next one... my placements improved!</div><div><br /></div><div>I guess the same applies for work too!</div><div><br /></div><div><br /></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-40723638326620514262010-11-29T17:07:00.000-08:002010-11-29T17:23:47.302-08:00TRUSTED ADVISOR.....#2 - Situational AwarenessInsight #2<div><br /></div><div>How do I demonstrate the situational awareness? some people call it 'Presence of mind'; some prefer 'thinking on the feet'; while others simply say 'Presence'!</div><div><br /></div><div>Clients would appreciate and engage better with consultants who have 'Situational Awareness'...</div><div><br /></div><div>few pointers to improve SA: ABCDs of improving SA</div><div>- <b>Attitude </b>- It is important to wear an attitude that says, 'I understand your world and I can add value'</div><div><br /></div><div>- <b>Business Acumen</b> - having a world view of 'how stuff works' in the business context would definitely help. Hard works pays here... do your homework before meeting the client!</div><div><br /></div><div>- <b>Confidence</b> - modulating voice to suit the context and superior <b>command over language</b> (right vocabulary)</div><div><br /></div><div>- <b>Discuss freely</b> - before meeting the client, talk to few whom you know about the subject and ask pertinent questions 5W & H framework could be a better place to start.</div><div><br /></div><div><br /></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-50919484515424943072010-11-29T06:56:00.000-08:002010-11-29T17:06:34.847-08:00TRUSTED ADVISOR.....#1 - Arrogance vs Assertiveness!Every day, I get to learn something new at work. These insights comes from any one or any part of the organization that I interact with and at any point of the day! (Including the 2 or 3 coffee breaks I take in a day).<div><br /></div><div>I shall share one of the many 'insights' here today!</div><div><br /></div><div>A Client always sees a business consultant as a trusted advisor. If one needs to measure up to that clients' expectations, then need to 'speak' like one!!<div><br /></div><div>So, how do you demonstrate that you are a 'Trusted Advisor'?</div><div><br /></div><div>There are many facets to this... </div><div><br /></div><div>Insight #1 - Arrogance vs. Assertiveness:</div><div><br /></div><div>How do one demonstrate assertiveness?</div><div><br /></div><div><br /></div><div><br /></div><div><br /></div><div><br /></div><div><br /></div><div><br /></div></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-6557099292257956792010-11-28T06:17:00.000-08:002010-11-28T06:27:40.223-08:00Executive Presence!As I begin my journey in Consulting world, I realize the importance of demonstrating 'Executive Presence' in each and every conversation I have (including the coffee breaks!). It is a paradox! I have to be myself and at the same time can't afford to let my guard down! Which is a bit tricky, I say!<div><br /></div><div>People create impressions about you and they want to </div><div>1. See or visualize how you would be in a client situation?</div><div>2. Experience your 'Senior Voice'</div><div>3. Feel proud that you are part of their team!</div><div><br /></div><div>How does one model 'Executive Presence'?</div><div><br /></div><div>It is more often 'felt' .... than something that can be 'spelt' :-)</div><div><br /></div><div>EP includes,</div><div>a. Confidence in self</div><div>b. Attitude - bright, positive and shining!</div><div>c. Content Credibility - knowing my stuff!</div><div>d. Assertiveness - Guts to speak my mind.... even though the crowd may think otherwise!</div><div>e. Communication - saying it with elegance/poise! using less words but conveying powerful concepts which brings out in-depth understanding...</div><div><br /></div><div>Will bring out more...</div><div><br /></div><div><br /></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-16985121454930023562010-11-19T08:19:00.001-08:002010-11-20T22:16:35.847-08:00Transition of a Practitioner to a Management Consultant. How to make it smooth?<span class="Apple-style-span" style="font-family: Arial, Helvetica, 'Nimbus Sans L', sans-serif; color: rgb(51, 51, 51); font-size: 13px; line-height: 15px; ">I've recently made transition from an Internal Consultant to a full fledged Organizational Transformation (Change Management) Consultant. I've learnt a lot of valuable lessons from the last 60 days of my journey. Sharing a few here.... Please feel to add from your own (if any):<br /><br />1. Understand the 'Framework' your new organization is using. Every consulting firm will be using their own proprietary 'Framework' or 'Model' or 'the way things are done here'. It is extremely important to know this thoroughly and start talking that language.<br /><br />2. Forget that you were an achiever in the past. In Marshall Goldsmith's words, "What got you here, won't get you there". Think that you are starting afresh! List down the new skills you may have to learn in the new place to succeed.<br /><br />3. Draw / Visualize the new market landscape. Talk to as many people as you can and try to understand the new market that you are in. Who are the players (Competitors)? What do they offer? How different are you? etc<br /><br />4. Understand the internal organization dynamics (read - Politics) - Who could be your sponsor? Who could sabotage your efforts? Who could get 'Inspired' by your ideas (they are so inspired and take your ideas as their own - mind you... they are not 'Stealing' ;-) _<br /><br />5. Be assertive. You've to balance between an aggressive 'prove myself' mode and a submissive 'I'm just a beginner' mindset. You do certainly bring some value and thats the reason they've hired you. So be grounded and speak assertively.<br /><br />If you've done such transition, please share your lessons...</span>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com2tag:blogger.com,1999:blog-6097845106815512172.post-47264708980025071992010-11-07T04:12:00.001-08:002010-11-07T04:17:00.053-08:00OB professor at the University of Lausann on MBTI and NLP<div><span class="Apple-style-span" style="font-family: Verdana, helvetica, sans-serif; font-size: 12px; color: rgb(73, 73, 73); line-height: 20px; "><em>Professor John Antonakis has built a career out of ripping into the sacred cows of modern management theory</em></span></div><div><span class="Apple-style-span" style="font-family: Verdana, helvetica, sans-serif; font-size: 12px; color: rgb(73, 73, 73); line-height: 20px; "><em><br /></em></span></div><div><span class="Apple-style-span" style="font-family: Verdana, helvetica, sans-serif; font-size: 12px; color: rgb(73, 73, 73); line-height: 20px; "><em>He says, </em></span><span class="Apple-style-span" style="font-family: Verdana, helvetica, sans-serif; font-size: 12px; color: rgb(73, 73, 73); line-height: 20px; ">“There are too many snake-oil merchants in the guise of consultants, trainers and management gurus. Very little of what they claim is supported by hard evidence, most of which has been totally ignored by those making a lot of money by selling models and techniques that simply don’t work,” said John Antonakis in a recent interview with<a target="_blank" href="http://www.trainingzone.co.uk/topic/management-theory-ignoring-science/140147" style="color: rgb(62, 89, 144); text-decoration: underline; "><strong>TrainingZone.co.uk</strong></a>.</span></div><div><br /></div><a href="http://www.accountingweb.co.uk/topic/cpd/scientist-tears-leadership-theories/430508">http://www.accountingweb.co.uk/topic/cpd/scientist-tears-leadership-theories/430508</a><div><br /></div><div><br /></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-73829539322155923562010-11-06T19:40:00.000-07:002010-11-06T19:52:15.370-07:00Game Changer - Who? Me!<a href="http://www.n2growth.com/blog/leading-change-isnt-hard/">Game Changers</a><div><br /></div><div><span class="Apple-style-span" style="font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 12px; "><h2 style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; color: rgb(0, 0, 0); font-size: 16px; line-height: normal; text-align: left; "><span class="Apple-style-span" style="font-weight: normal; font-size: 10px; ">Posted on October 11th, 2010 by admin in <a href="http://www.n2growth.com/blog/category/innovation/" title="View all posts in Innovation" rel="category tag" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); ">Innovation</a>, <a href="http://www.n2growth.com/blog/category/leadership/" title="View all posts in Leadership" rel="category tag" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); ">Leadership</a></span></h2><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 5px; padding-right: 0px; padding-bottom: 5px; padding-left: 0px; ">By <a href="http://www.n2growth.com//executive_coach.php?id=13&url=new_html/_myatt%20bio.html" target="_blank" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; "><span style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; color: rgb(254, 130, 0); ">Mike Myatt</span></strong></a>, Chief Strategy Officer, <strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); "><span style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; color: rgb(254, 130, 0); "><a href="http://www.n2growth.com/" target="_blank" style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); ">N2growth</a></span></strong></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 5px; padding-right: 0px; padding-bottom: 5px; padding-left: 0px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); "><br /></strong></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 5px; padding-right: 0px; padding-bottom: 5px; padding-left: 0px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); "><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-weight: normal; ">At one time or another all great leaders experience something that is so big, so impactful, that it literally changes the landscape. It’s what I call a “<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; "><em style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">Game Changer.</em></strong>” A game changer is that ah-ha moment that creates an extreme, disruptive advantage or improvement. What’s interesting is that the best leaders proactively focus on looking for game changers. Sure, great leaders never lose sight of their core business, they pay attention to managing risk, etc., but they spend far more energy intentionally searching for opportunity, but not just any opportunity – a game changer. In the text that follows I’ll not only provide you with a blue print for finding game changers, but I’ll also ask you to share your experiences and insights as well. I hope this post is a game changer for you…</span></strong></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 5px; padding-right: 0px; padding-bottom: 5px; padding-left: 0px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; text-decoration: none; color: rgb(255, 132, 0); "><span class="Apple-style-span" style="color: rgb(0, 0, 0); font-weight: normal; "><br /></span></strong></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 5px; padding-right: 0px; padding-bottom: 5px; padding-left: 0px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">Mike calls SMARTS</strong></p></span></div><div><span class="Apple-style-span" style="font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 12px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; "><br /></strong></span></div><div><span class="Apple-style-span" style="font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 12px; "><strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">S</strong>imple-<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">M</strong>eaningful-<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">A</strong>ctionable-<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">R</strong>elational-<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">T</strong>ransformational-<strong style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; ">S</strong>calable</span></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-50930882336161902222010-11-06T19:15:00.000-07:002010-11-06T19:16:06.614-07:00Organization Alignment - Demonstration<div style="BORDER-BOTTOM: medium none; TEXT-ALIGN: left; BORDER-LEFT: medium none; BACKGROUND-COLOR: transparent; COLOR: #000000; OVERFLOW: hidden; BORDER-TOP: medium none; BORDER-RIGHT: medium none; TEXT-DECORATION: none">Stephen Covey has a very dramatic demonstration that he uses to illustrate organizational alignment. In a large room with hundreds of people, he asks everyone to close their eyes. Next he tells everyone to raise there arm and point to true north. He then tells people to open their eyes and look around.<br /><br />Everyone is pointing in different directions. He then asks the group to imagine that they had to take ten steps in the direction they were pointing. Obviously total chaos would result. He then pulls out a compass and shows everyone where true north is. With a compass, everyone could take ten steps in the same direction and the entire large group would be going in the same direction without bumping into each other.<br /><br />Achieving alignment is one of the most elusive dimensions of business success. Applying Covey's demonstration, the first step is deciding which direction do we want to go. Where is "true north" for our organization? This may sound simple, but many organizations fail to get agreement at the top levels of where true north is for the organization. Instead, functional or department leaders create their own idea of true north. For an organization to have a chance of achieving a high degree of alignment, there has to be one true north for the entire organization. The definition of true north includes the vision, mission, and values of the organization. It also includes the key strategic objectives that support the mission and vision.<br /><br /><br />Read more: <a style="COLOR: #003399" href="http://www.articlesbase.com/management-articles/organizational-alignment-1076014.html#ixzz14Yct7mwb">http://www.articlesbase.com/management-articles/organizational-alignment-1076014.html#ixzz14Yct7mwb</a> <br />Under Creative Commons License: <a style="COLOR: #003399" href="http://creativecommons.org/licenses/by/3.0">Attribution</a></div>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-91370821322785240132010-09-09T19:03:00.000-07:002010-09-09T19:03:36.166-07:00Consulting Chick Insights: Backwards In High Heels<a href="http://rochellemoulton.blogspot.com/2010/08/backwards-in-high-heels.html?spref=bl">Consulting Chick Insights: Backwards In High Heels</a>: "Famously said of Ginger Rogers: She did everything Fred Astaire did but backwards and in high heels. Not so different from boutique firms..."Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-36348555043266935652010-08-19T21:14:00.001-07:002010-08-19T21:20:49.077-07:00HPCA Virtual Monthly Learning Event - 30th August 2010 - 7-8 pm IST<p align="center"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj-VPz7uU1oXriRRQl7UdrNendzpoNqHLVDM53MvZRz_VKf-MqESrgUBfWvBCplnCbvwT3A4i07ZfPZQEd5wnCwol-TIsdJSHNWfdULAL7V-M8aXnd7EPqE02K9l95rECXnarlqw9ubgjjQ/s1600/Simone+Peer+-+HPCA+Event+-+August+30th+2010.jpg"><img style="MARGIN: 0px 10px 10px 0px; WIDTH: 484px; FLOAT: left; HEIGHT: 346px; CURSOR: hand" id="BLOGGER_PHOTO_ID_5507341023188536130" border="0" alt="" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj-VPz7uU1oXriRRQl7UdrNendzpoNqHLVDM53MvZRz_VKf-MqESrgUBfWvBCplnCbvwT3A4i07ZfPZQEd5wnCwol-TIsdJSHNWfdULAL7V-M8aXnd7EPqE02K9l95rECXnarlqw9ubgjjQ/s320/Simone+Peer+-+HPCA+Event+-+August+30th+2010.jpg" /></a></p><p><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /></p><p> </p><p> </p><p><br />Click to register - <a href="http://www.meraevents.com/signupEvent.php?EventId=2274">http://www.meraevents.com/signupEvent.php?EventId=2274</a><br /><br /><br /><strong>HPCA Virtual Learning Event - 30th August (Monday) 7:00 - 8:00 pm IST</strong><br /><strong>Simone Peer</strong>, PCC on <strong>'The Fun-n-Easy Life by Design'</strong><br /><strong>When</strong> - Mon, <strong>August 30,</strong> 7pm – 8pm GMT+05:30<br /><strong>Where</strong> - <strong>Virtual</strong> - <em>Audio Details upon registration/ confirmation - RSVP</em> </p>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-22786604871905360152010-08-04T18:52:00.000-07:002010-08-04T18:53:41.838-07:00opportunity!A Consulting firm immedately needs 'Training Developers Offshore' - They are looking for India-based (Bangalore) training developers, who can develop instructor led and web-based training materials. The essential attribute is experience in developing technical training – in particular, for ERP’s such as SAP, Oracle, PeopleSoft, Siebel, etc. They should have excellent communication skills, writing and Powerpoint skills, and web authoring skills. If interested contact me. This is a billable roleBhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-10380001991343782842010-04-27T19:46:00.000-07:002010-04-27T19:48:10.874-07:00Renewing my Blogging habit!hi folks<br /><br />Its almost an year now, since I posted last. I realise the need for sharing what I'm learning in the process of doing things.<br /><br />I shall continue sharing regularly from now on.Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-44371666719759748882010-04-19T19:08:00.001-07:002010-04-19T19:08:58.476-07:00HPCA Monthly Learning Event – 8th May 2010<span xmlns=''><p><p style="text-align: center;"><a class="noborder" href="http://api.ning.com/files/PvfKDMohIwnqPvRp3Qks6LWM-us5SRPVroCE3MQrcs6zz2Jiq5TQv84kiBebe0lNDrPenQ5BgbDY6CkUs*8hn22SDHY1T0nD/HPCAInviteMay2010.jpg" target="_blank"><img src="http://api.ning.com/files/PvfKDMohIwnqPvRp3Qks6LWM-us5SRPVroCE3MQrcs6zz2Jiq5TQv84kiBebe0lNDrPenQ5BgbDY6CkUs*8hn22SDHY1T0nD/HPCAInviteMay2010.jpg?width=721" alt=""/></a></p><br /></p><p><br /> </p><p>HYDERABAD PROFESSIONAL COACH ASSOCIATION (HPCA)<br /></p><p>An ICF Chapter, Hyderabad, India<br /></p><p><a href="http://www.icfhyderabadchapter.org">www.icfhyderabadchapter.org</a><br /></p><p><br /> </p><p>Presents<br /></p><p>Virtual Monthly Learning Events<br /></p><p>CCE Units awarded for the participants!!!<br /></p><p>You can be from any city within India and register for these programs and earn CCE Units by participating.<br /></p><p><br /> </p><p>ICF Members can participate, benefit, enjoy and learn from these virtual sessions at NO ADDITIONAL COST. Speak / write to us with your ICF Membership number, contact details, City etc and we will guide you with PROMO Code (FREE OF CHARGE)<br /></p><p><br /> </p><p>CLICK the following link for online registration and payment options<br /></p><p><br /> </p><p><a href="http://www.meraevents.com/signupEvent.php?EventId=1697">http://www.meraevents.com/signupEvent.php?EventId=1697</a><br /></p><p><br /> </p><p><br /> </p><p>Title: 'Coaching Excellence – Facilitating Learning and Results'<br /></p><p><br /> </p><p>Date: Saturday, 8th May, 2010<br /></p><p><br /> </p><p>Time: 08:30 AM - 09:30 AM IST - VIRTUAL SESSION<br /></p><p><br /> </p><p>(you can login from anywhere [just a local call], upon successful registration, we shall send you the presentation (ppt) used by the speaker, an unique access number and code [pls dont share this code with others] to join the Audio Bridge)<br /></p><p><br /> </p><p><br /> </p><p>Speaker:<br /></p><p>Sivam Chandrasekhar, PCC(<a href="http://www.kingsolutionsinc.com/about/sivam-chandrasekhar-pcc/">http://www.kingsolutionsinc.com/about/sivam-chandrasekhar-pcc/</a><br /></p><p>Sivam Chandrasekhar, Chandra, as he normally likes to be called, started his professional career as a Chemical Engineer and has more than a decade of corporate and business experience in the US and more than 35 years of business and executive experience in India. In these multi-cultural work environments he has enjoyed playing multifaceted roles in policy making, research, development, project design and supervision, venture capital funding and leadership, for central government agencies and companies, both in the public and private sectors.<br /></p><p><br /> </p><p>With his main strengths in connecting and relating to people and a great passion to interact with people and make a difference in their lives, he changed his career focus to psychology and life coaching. Chandra has more than a decade of counseling, relationship, compassionate and transformational coaching experience in both clinical and non-clinical work environments. He graduated from the International Coach Academy in 2007 as a certified professional coach (CPC) and is one of the first two ICF credentialed, professional certified coaches (PCC) in India, with his wife, Prabha, being the other one.<br /></p><p><br /> </p><p><br /> </p><p>How to Attend:<br /></p><p>This is exclusively for HPCA Members ONLY event. However, Members can bring in Guests by paying a nominal fee to cover our administration charges<br /></p><p><br /> </p><p>CLICK the following link for online registration and payment options<br /></p><p><br /> </p><p><a href="http://www.meraevents.com/signupEvent.php?EventId=1697">http://www.meraevents.com/signupEvent.php?EventId=1697</a><br /></p><p><br /> </p><p>Rush in your entries as we have limited Audio lines for the event.<br /></p><p><br /> </p><p>Warm Regards<br /></p><p>Bhaskar Natarajan<br /></p><p>Core Essentials Graduate (CEG) - CoachU Australia<br /></p><p>President Elect - Hyderabad Professional Coach Association (HCPA)<br /></p><p><a href="http://www.icfhyderabadchapter.org">www.icfhyderabadchapter.org</a><br /></p><p>Skype - bhaskarnatarajan5220<br /></p><p>India Mobile - +91-9849541110<br /></p><p>US Mobile - 216 640 7449<br /></p><p><a href="http://in.linkedin.com/in/bhaskarnatarajan">http://in.linkedin.com/in/bhaskarnatarajan</a><br /></p><p><a href="http://bhaskarnatarajan.blogspot.com/">http://bhaskarnatarajan.blogspot.com/</a></p></span>Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0tag:blogger.com,1999:blog-6097845106815512172.post-14145439983869288022010-04-11T17:57:00.001-07:002010-04-11T18:00:46.465-07:00I'm a Certified graduate of Core Essentials Program (CEP) from CoachU!!!<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1vWe0X9NvcF7vVkj6GgzI8SAcHhfuNm5S7YK0XR4CbeeOFvm-9FU-a3KXZoEBlEKEdzbzEnSmq1Cw4RYOe0tIsMXfOlpVBXWB-71Uh0BmlNDU3Bz4V4jB1wFxKWVvTUaSRx2Qu0I9Wng_/s1600/2005-CUceg-logo.jpg"><img style="float:left; margin:0 10px 10px 0;cursor:pointer; cursor:hand;width: 320px; height: 280px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1vWe0X9NvcF7vVkj6GgzI8SAcHhfuNm5S7YK0XR4CbeeOFvm-9FU-a3KXZoEBlEKEdzbzEnSmq1Cw4RYOe0tIsMXfOlpVBXWB-71Uh0BmlNDU3Bz4V4jB1wFxKWVvTUaSRx2Qu0I9Wng_/s320/2005-CUceg-logo.jpg" border="0" alt=""id="BLOGGER_PHOTO_ID_5459048941296403778" /></a><br /><br /><br />I got this mail (See below) couple of days back from the President of CoachUniversity (Australia)....<br /><br />:-)<br /><br />Extremely happy to share this glad news with all of you!!!<br /><br /><br />From: Jennifer Corbin, President<br />Date: Sat, Apr 10, 2010 at 1:26 AM<br />Subject: CEP Graduation<br />To: bhaskarnatarajan@gmail.com<br /><br /><br /><br />Dear Bhaskar,<br /><br />Congratulations on the successful completion of Coach U's Core Essentials Program (CEP).<br /><br />This email and the attached certificate attests that you are a graduate of the Core Essentials Program thereby completing 77 coach training hours, passing the required course tests and accumulating 20 client coaching hours since enrollment. You are now qualified to use the designation "Core Essentials Graduate" or the acronym "CEG."<br /><br />The Core Essentials Program includes beginning to intermediate courses to develop strong foundational and core coaching skills and is a prerequisite for Coach U's Advanced Coaching Program and the Coach U Certified Graduate designation, which is an approved ICF Accredited Coach Training Program (ACTP).<br /><br />Please remember that if you wish to apply for your Associate Certified Coach (ACC) with the International Coach Federation, you must apply using the Portfolio Application. In order to utilize the ACTP application, you must first complete the Coach U Certified Graduate (CUCG) or Corporate Coach U Certified Graduate (CCUCG) process, which includes graduating from the advanced program. (The ACTP track standards with the ICF are the same for all approved coach training providers.)<br /><br />We hope you are proud of your accomplishments to date and are pleased to receive the designation of Core Essentials Graduate. We look forward to continuing to partner with you as you continue on your journey towards becoming a masterful coach. <br /><br />Best Wishes,<br />Jennifer<br /><br />=================================================<br />Jennifer Corbin<br />President<br /><br />www.CoachInc.com<br />=================================================Bhaskar Natarajanhttp://www.blogger.com/profile/01459476514283514738noreply@blogger.com0