IF IT IS TO BE IT IS UP TO ME
Hi there, and welcome to my website, I'm so glad you decided to stop by. On this website I plan to feature pictures from my daily life, travels near and far, and last, but not least, I also plan to write a little bit about the issues that are most important to me.
BELOW ARE SOME OF THE FAMOUS QUOTES FROM BHAGWAD GITA:
"yada yada hi dharmasya
glanir bhavati bharata
tadatmanam srjamy aham" (Bhagwat Gita: Chapter Four verse 7)
Whenever and wherever there is a decline in virtue/religious practice and a predominant rise of irreligion—at that time I descend Myself, i.e. I manifest Myself as an embodied being.
vinasaya cha duskritam
sambhavami yuge yuge" (Bhagwat Gita: Chapter Four verse 8)
To deliver the pious and to annihilate the miscreants, as well as to reestablish the principles of religion, I Myself appear, millennium after millennium.
"karmany evadhikaras te
ma phalesu kadachana
ma karma-phala-hetur bhur
ma te sango ’stv akarmani" (Bhagwat Gita: Chapter Two verse 47)
You have a right to perform your prescribed duty, but you are not entitled to the fruits of action. Never consider yourself the cause of the results of your activities, and never be attached to not doing your duty.
"na jayate mriyate va kadacin
nayam bhutva bhavita va na bhuyah
ajo nityah sasvato ’yam purano
na hanyate hanyamane sarire" (Bhagwat Gita: Chapter Two verse 20)
The soul is never born nor dies at any time. Soul has not come into being, does not come into being, and will not come into being. Soul is unborn, eternal, ever-existing and primeval. Soul is not slain when the body is slain.
jirnani yatha vihaya
navani grhnati naro ’parani
tatha sarirani vihaya jirnany
anyani samyati navani dehi" (Bhagwat Gita: Chapter Two verse 22)
As a human being puts on new garments, giving up old ones, the soul similarly accepts new material bodies, giving up the old and useless ones.
"nainam chindanti shastrani
nainam dahati pavakah
na chainam kledayanty apo
na sosayati marutah" (Bhagwat Gita: Chapter Two verse 23)
The soul can never be cut to pieces by any weapon, nor burned by fire, nor moistened by water, nor withered by the wind.
"Whatever happened in the past, it happened for the good; Whatever is happening, is happening for the good; Whatever shall happen in the future, shall happen for the
good only. Do not weep for the past, do not worry for the future, concentrate on your present life."
• “What did you bring at the time of birth that you have lost? What did you produce, which is destroyed? You didn't bring anything when you were born. Whatever you have, you have received it from the God only while on this earth. Whatever you will give, you will give it to the God. Everyone came in this world empty handed and shall go the same way. Everything belongs to God only.”
• “Whatever belongs to you today, belonged to someone else earlier and shall belong to someone else in future. Change is the law of the universe.”
• “You are an indestructible Soul & not a body. Body is composed of five elements - Earth, Fire, Water, Air and Sky; one day body shall perish in these elements.”
• “Soul lives forever even after death as soul is never born & never dies. So why do you worry unnecessarily? What are you afraid of? Who can kill you?”
• “Devote yourself to the Almighty God only. One who takes the support of God, always gains freedom from fear, worry and despair.”
(The One Page System-TOPS)
- Power and Authority
In my over five decades of managerial experience I know that there are some managers and supervisors with big egos who would like to enjoy the fact that they have more power and authority than others do. They show this in the way they give orders and directions and they think that they are superior to the people in their charge. Simply put they get a kick out of displaying this superiority.
Some of us think that people who do this are wrong and foolish and others talk ill of the conduct. However, everyone but the affected managers and supervisors know this and continue with their high- handed behaviour.
I am not saying that managers and supervisors should not use and exert their rightful authority to get the people in their charge to do the right things right at all times but what I am implying is simply this: It really shouldn’t be necessary to command people to do things because it should be enough to tell our people what you would like them to do and discuss it if they have any questions.
In most cases, the motivated people would be perfectly willing to co-operate therefore I do not see much point in bothering to use forceful, ostentatious and high-handed approach. I found that it was not productive to order the people to do things when they would actually willingly perform better if we simply asked them for their best co-operation. It all depends on our diplomacy, humanistic approach, our effective leadership skills and our workable motivational techniques to get the best out of our workers.
Power –A lion has to be a lion all its life; a dog has to be a dog but a human being can play with and bring about a huge number of different identities. The one he finally chooses will be determined by neither reason nor common sense but by imagination.
Authority- Some people succeed because they are destined to succeed but most people succeed because they are determined to succeed. Balancing our action will not damage our authority but being over authoritative can be harmful for smooth administration of any organisation.
Co-operation- One trouble with all of us is that so many of us stand vigorously for our rights but we fall down miserably on our duties. It is the right duty of every manager to show the best co-operation at all times.
Approach- To handle ourselves, we should use our head; to handle others, we should use our heart. To handle our work let us use our hand. Remember the concept of WATCH- words, actions, thoughts, character and heart.
Let us all work to become something special at our work place and learn not to work to acquire power and authority for the sake of them.
Why? How? When? 1. Cut and run. 2. Get your timing right. 3. Find certainty. 4. Nurture growth prospects. 5. Give back where possible.
Dr Ram Lakhan Prasad November 2014.
HOW AM I DOING?
HOW AM I DOING?
Arriving at the workstation the supervisor said, “Everyone, On your marks, Get set, Go!”
Many workers who had a busy weekend were sitting on their respective chairs snoozing peacefully. One worker with bleary eyes and tired face quickly stood up and mumbled, “How am I doing, Boss?”
This is a question most people at our work places need answered every now and then. It is the manager’s job to tell them, whether it is good, bad or otherwise. Unfortunately, many of our managers or supervisors duck this vital task and find it either unnecessary, or unpleasant or cumbersome.
I believe that telling our employees about their performance or conducting regular performance appraisal is crucial for progress and productivity at any work place. I know that telling an employee that his or her performance is not satisfactory by spelling out exactly how and why you expect him or her to do better is not a very pleasant task but it has to be performed with expertise. Some managers and supervisors hate to do this and tend to avoid, postpone or neglect this vital responsibility.
In my many years of administrative and management activities in the commercial and industrial sector, I have to say that this is one of the most important functions of HR management. It can and should be one of the most useful, fruitful and productive things an effective, efficient and a successful leader should do.
My question is simply this: How can our people do better unless they are made aware of what they are neglecting or doing poorly? How can they correct their mistakes unless they realize what they are doing wrong? On the other hand if their work is excellent, why should they maintain it at that level unless they know that their positive efforts and efficient performance are truly recognised and properly appreciated?
As a manager, we have a responsibility to give everyone who works for us an honest periodic appraisal of how they are doing. We owe it to them and we owe it to the organisation. It is one of the most practical things we can do to improve our and the working standards of our employees. Telling people face-to-face how and where they are falling down on their jobs will never be pleasant but it can be a lot less unpleasant and more productive if we can follow some fundamental points to perform this important managerial and supervisory responsibility.
We definitely can be friendly and try to help our people help themselves by helping them to be more successful in their respective jobs. It is unethical and cruel to try to force better work out of our workers who are supposed to be our most important resource.
We should be constructive by not dwelling on their past failures and point out the specific things we want them to do to do better. Specify the results you want them to achieve in the future. Ask them to show the higher standards you want them to measure up to.
We should be honest in our approach by not telling them that they are better than they really are or worse if that is what they are not. Do not give them a false picture because you yourself lack the courage of your conviction to present the truth about them.
We ought to be fair and do not appraise people poorly just because their work that day of that week was not up to par. Always remember the good work they have done in the past.
We must be just and appraising performance and results and not abilities because I have found out that people tend to overrate their own capabilities. Therefore, it would always pay to avoid that area by talking about specific actions, performances and results on the job.
Let us be generous in our actions. If our people deserve a high rating, give it to them generously and reward them appropriately because I know that nothing will kill morale faster than doing good work and not getting the rightful credit for it. Dr Ram Lakhan Prasad
HAPPINESS FOR US
HAPPINESS FOR US
I honestly think that the world today is not enjoying the true happiness that it rightfully deserves and the individuals as well as the organisations are not making a genuine effort to creating the atmosphere and the personal qualities that promote real joy in the hearts and minds of the unhappy people. Happiness is like a butterfly. The more we chase it, the more it will eludwe us. However, if we turn our attention to other things, it comes and sits softly on our shouilder.
It is often said that what we miss most in the world nowadays is the evidence of widespread personal determination of us all to develop and nurture a character that will in itself make for our lasting happiness.
All our emphasis seems to be on various reforms for improved living conditions, increased wages, better working conditions, stricter financial controls, better housing, education reforms and infrastructural innovations but there is very little emphasis on helping people to improve themselves by refining their personal attitude to be happy at home, at work and in the society.
I feel that the ingredients of personal joy are very simple.
- Happiness must be shared freely by everyone at all places and occasions.
- Selfishness is the real enemy of joy;
- Happiness comes from within us;
- Happiness rests securely on simple truth, beauty and goodness;
- It needs clear conscience at all times;
- Not religion but ethical principles are essential for happiness;
- Although money is important happiness cannot be bought with money;
- Joy is related to self-satisfaction and contentment;
- It begins with self–examination and self-realization;
- It ends with self-analysis and discovery of uniqueness.
Therefore, I submit that
- To live content with all our cuurent means may bring joy to us;
- To seek elegance rather than luxury may give happiness;
- To be refined rather than fashionable can assist us find joy;
- To be worthy and respectable can help us to be happy;
- To be wealthy internally and not loaded with richness may help us find joy;
- To seriously study hard to increase our knowledge can bring happiness to us;
- To think well and without any prejudice may help as well to be happy;
- To talk gently with compassion and empathy should help us find joy;
- To plan our act and act our plan well and frankly is one of the answers for joy;
- To listen silently and with full comprehension should give us joy in life;
- To talk to the wise and enlightened can also help;
- To read extensively with proper comprehension can assist us find happiness;
- To open our hearts to serve the needy in the community can definitely give us joy;
- To bear the pain, sorrow and loneliness cheerfully can help;
- To perform all duties and responsibilities well and with vigour and bravely is our answer for joy;
- To wait for the right occasion and never hurry can help attain joy; and
- To wake up with fresh ideas and do things right for you and others may be our right path to happiness.
Dr Ram Lakhan Prasad
PRODUCTION AND MORALE
Production and Morale
I think that one of the earmarks of a good manager is the ability to keep suspicion and rumours to a minimum. In my opinion, both can be very costly because they definitely would hurt production and lower morale at our work place.
Many times all it takes to arouse suspicion is a few unexplained facts. Once suspicions are aroused, it is amazing the things people can imagine. To all suspicious individuals, two and two invariably add up to a good deal more than four. This has been our draw back at some modern work places.
Unfortunately, people rarely keep their suspicions to themselves. Sometimes that is started as a speculation, may be further be enlarged and distorted as it passes along the grapevine. I am sure like me you too have seen it happen right in your or your colleague’s organization. We can do something about this to increase the morale at our respective work stations.
How can we avoid this? The first thing I would do is to conduct myself in an open and above board manner, because in my few years of HR management I found that an effective supervisor of people never acts secretively or suspiciously.
The second is to always keep people well informed of what is going on. An efficient supervisor who does this regularly will find his people far less susceptible to speculation and rumour.
The third thing is to be constantly on the alert for things that might be misunderstood or misinterpreted and keep explaining them before any suspicion and rumours can get started.
With a little imagination and by keeping in close touch with everyone, an effective supervisor can usually spot incidents that need prompt explanation. Then take the necessary action to remedy the situation before it further deteriorates.
As long as humans are human, I know that no one can stop suspicion and gossip completely because there would be always a grapevine of one sort or another in any organization. However, good supervisors though can do a great deal to keep suspicion and rumours from developing. They can definitely minimise the damage even though they may not be able to prevent them entirely.
And do not forget that you may occasionally be suspicious too. Nobody is totally immune to this human phenomenon. Suspicions can twist our thinking the same way as they twist the thinking of the people who work for us.
Therefore, when we are suspicious about something, whether it concerns the people who work for us or the people you work for, always remember not to speculate. It is always sensible to go directly to the people concerned to get all the facts for future rightful actions. It surely saves time, worry and ulcers.
Dr Ram Lakhan Prasad
LEARNING TO PICK THE RIGHT PEOPLE TO WORK FOR US
LEARNING TO PICK THE RIGHT PEOPLE
It has become an acceptable cliché that people are our greatest resource but what are we doing to make this matter in our work places?
Learning to pick the right people for the right job is one of the most important activities that any effective leader performs. In fact, a lot of success and progress depend upon this responsible task.
Some of us seem to have a knack for picking the right people for the right job whereas some of us are hasty and are not able to perform this responsibility with care. Actually, it is much more than a knack because it takes careful analysis of a variety of aspects such as job requirement, the people available, the work environment, the ability to blend with the mission statement of the organization and the depth of qualities and qualifications of the applicants. Plus of course a large dose of our own imagination and foresight.
The first step obviously is a careful analysis of the job itself. What abilities are required? What kind of personality or temperament is needed? How essential is the previous experience? What kind of person you can imagine doing this job well? And Why this particular person and not any body else?
Next step is to see what candidates do you have available? How do their abilities and personalities fit the requirements? If you are unsure of their abilities, is there any way you can test to find out? Could any of them meet the requirement if given some special training?
Sometimes it becomes obvious that none of the available candidates could rightfully fill the job or the bill. That is where foresight comes into picture. It should have been used a long time ago to foresee and avoid such a predicament.
No one can put the right person in the right job unless the right person is available and that is why a forward-looking manager tries to anticipate how a department might grow and develop. Such a person thinks about finding and developing the kind of people who will be needed next month or next year. This is our long term or forward planning technique.
It pays to think about tomorrow’s needs as well as today’s. How will your present subordinates fit into the picture then? What training and experience will they need to be ready to move along? Do they have the necessary potential?
We should know our people. If people do an excellent job in their present assignments, find out what else they can do. Test their capabilities with other assignments. Discover their strengths and weaknesses and abilities and opportunities. That way, when the time comes to consider them for another job, you will be able to make an intelligent decision. The people will be trained and ready to perform as you want them to.
The fact that someone is doing well in a present job is no guarantee that another position will be handled equally as well. It depends upon whether the capabilities of the person match the requirements of that particular job.
Therefore, leaders with the knack for picking the right people make a point of studying both the capabilities of the person as well as the requirements of the jobs at hand.
I can still recollect the good old days when a person was simply thrown into a job and allowed to sink or swim but a lot of water has passed under and over this bridge. It was an expensive procedure even then but the modern recruitment procedures are even most costly. Hence, a lot more care and caution has to be put in place.
Today, with good people as hard to find as they are, needless failures are even more costly. If there is anything that might be done to help a new person succeed, it is well worth the time and effort of everyone involved.
Trouble may start before new people are even on the payroll. When they are being offered jobs, they are treated as they are really somebody. An effort is usually made to impress them; they get attention and the position is presented to them in the best possible light. Is it any wonder, then, that they show up on the job with high expectation?
If their first few days do not live up to what they expected, their morale may be affected before they have hardly started. A big build-up leads to a big letdown if people treat them as if they are part of the woodwork once they are on board.
I know that intelligent HR leaders, no matter how busy, do not handle new recruitments haphazardly. They give new people personal attention. They schedule time to orient or induct them and they plan what jobs these new people can handle during those critical first days.
It is natural for new employees to have anxieties. Will they like the job? Will they be able to handle it well? Where do they start? How will they get along with others? Will there be much chance for them to get ahead? So encouraging new employees to ask questions and talk about some of these issues always helps to reassure them.
Not the least important is to make sure they have enough to do because nothing is more frustrating to people full of energy and enthusiasm for a brand new job than to sit and twiddle their thumbs, or have to kill time while pretending to be busy. A good manager therefore, can get them up to speed a lot faster by giving them challenging assignments right from the start.
It is very important to follow their progress and show continued concern by checking every now and then on how they are making out. The best way to maintain their interest in the job is to maintain your interest in them.
Dr Ram Lakhan Prasad.
What Do You Feel About Your Work?
There were times in my work life as an administrator when I too had certain feelings about my work. These could be translated as my attitude, my opinions, my ideas, my expressions or my comments that contributed to my effectiveness, efficiency or otherwise in working with people.
There were a few moments when I
- Felt like being absolutely responsible for productivity at my work station but there were other times when I did not care much but just rolled along with colleagues.
- Felt like communicating with my people but there were times when I did not want to talk to anyone.
- Provided coaching, motivational advice and some suggestions to people when performance problems arose among the workers.
- Gave praise freely when it was earned by my workers but there were other times I totally neglected this important performance appraisal responsibility.
- I was intimidated by what my workers and superiors really thought about me but other times I did not care about it at all.
- Sought new ideas and innovations and used them whenever possible but often this vital duties was overlooked and maybe neglected.
- Respected and honoured the knowledge, skills, talents and strengths of the people who worked for and with me but sometimes these could not be promoted.
- Followed up with precision to be certain that commitments, goals and standards were being met by everyone but when I did not I felt somewhat guilty.
- Was sensitive to the needs and feelings of my colleagues and other workers but there were moments that this managerial responsibility was neglected.
- Was not worried or used the knowledge and good information of the employees who knew more about things than I did.
When the computer technology came about and many of my employees could not keep pace with the revolution and technological changes, I woke up to my responsibility and organised appropriate training and development courses for them. However, when I found out that there were ill-prepared employees who had limited ability to use the equipment I either transferred them to do other duties or terminated their services.
One of my other managers had different idea about the situation. She prompted the employees to get more involved with the modern equipments. Thus learning became the top priority and she created a supportive environment with good with good trainers, training needs analysis and training materials and tried to make those employees gain competence in whatever field they were good at. I now feel guilty that I was not able to support her when she set up an extra weekend or after hours retreat or one on one teaching and learning environment. When she was successful in retraining the workers and reforming them to the needs and wants of the organisation I got totally behind her and produced results that brought excellent results, productivity and profitability to the organisation. I learnt a lot from my non co-operative attitude.
Therefore, I felt I was a smart manager who made my mistakes worthwhile by being magnanimous enough to first admit them, then strong enough to correct them and maybe intelligent enough to profit from the process.
Dr Ram Lakhan Prasad.
TIME IS VALUABLE
Time Is Valuable
Many of us in the managerial and supervisory roles are well aware that our time is extremely valuable however, not all of us are equally conscious that other people’s time is valuable too. Recognising that time is money and other people’s time as well as our own is vital for the total profitability of the organisation, it should follow that a constructive way to encourage people to use their time is a lot more wiser and better phenomenon.
I have always strongly felt that we must try our best to make everyone in our organisation realize that time is valuable and must be managed with utmost care, proper control and adequate concern. This is definitely one of the vital things we have to strive for if we want an efficient operation and a profitable organisation. We must also remember that our concern for ours as well as other people’s time makes everybody feel important.
We managers are busy people and if we face a situation where our people or others want to see us we often or usually let them wait. Let us put ourselves in their shoes and then we would be able to understand whether it is wise and could make a much more positive impression if we quickly found out what they wanted. In this way we may be able to immediately find out that it is something we can do to handle in a few seconds. If not, then we can suggest that they come back later when you could see them right away. Either that or we would be able to drop by and see them.
Remember that we would not achieve anything by forcing them to cool their heels for half an hour or so. This forms and dictates a better attitude at workplace.
Let us consider another scenario and time when we are really tied up with very important matters and our issues are very urgent. In such cases we do not want to be disturbed by additional matters if we can help it. All right, can we think first about the people who might want to see us and check to find out if they need your opinion or action immediately? This is where the issue of delegation of authority to someone responsible to handle the matter may be seriously considered. This action would certainly go a long way to make the situation smoother and manageable even if it would be someone else’s decision.
Some supervisors and executives, whether they realize it or not, are definitely in a bottlenecked situation and do not envision that their subordinates’ time is valuable too. Therefore those of us who do not think that other people’s time is worth money then why should they?
Closely related to this issue of time is the element of communication in the workplace and so it is very important when the listener properly understands the speaker. However, there are many reasons why real communication seems often to be short-circuited by the managerial personnel.
- Employees and the managers do not always feel free to say what they really mean.
- Some words have different cultural and social meanings to different people, particularly in a diverse work force.
- Some people hear only what they want to hear, with the result and consequence that the meaning intended by the speaker is somewhat or totally distorted.
- It sound odd but some people even do not want to listen. Much of the time they are either too busy thinking of what they are going to say next or they are in a different wave length.
Therefore, it becomes very important in relation to our time management as to how well do we communicate to succeed at our workplaces. Dr Ram Lakhan Prasad.
. NEW RECRUITS
New recruits or hires represent considerable investment and risk by both employees and organizations. Employees form long-lasting impressions of the organization within the first month and a half on the job. If their perceptions are negative during these critical weeks and months, they will usually seek other opportunities within a year or two.
Organizations can protect their investment by providing an effective orientation programme. However, a few important points have to be kept in mind for these initial training programs.
- The red carpet treatment should not end once candidates have accepted a position. Right up to the first day of the work, stay in touch by offering information on housing, benefits and other organizational procedures. Obvious as it sounds, prepare the work setting. Some employees wait until the new member is in the lobby before hunting down a desk and chair.
- The first day is crucial. Employees remember their first day on the job for years. Designate a mentor to be responsible for new employee orientation and be sure the mentor is adequately prepared for the task.
- Newcomers are interested in the entire organization. They need a sense of the firm’s overall perspective, objectives, policies, plans and values. They need to be shown how they and their department fit in with the rest of the organization.
- Teach basics first. The practice of throwing new employees into the fray to learn from their mistakes does not work. People become productive sooner if they have time to learn the basics and establish a foundation. Teach employees the why, when, where, what and how aspects of the organization and the way things are done before handing out assignments.
- The amount of information offered should fit the needs and wants of the employees and avoid overloading. Be sensitive to how much a person can absorb at one time.
Always remember that helping people get results instead of just through the motions is what management is all about. Here are a few suggestions that may help to achieve that goal:
- First, make sure the right person is in the right job. People whose skills or training do not fit the job will waste valuable time and effort trying to do things they cannot do.
- Second, give subordinates a clear idea of where their jobs begin and end. Overlapping responsibilities often result in duplication of effort.
- Third, make sure that the people in the group know what the main objective is and how their work will help to achieve that objective. Going off on tangents means wasted time.
- Fourth, give individual attention to those who mean well, who seem to be busy and to be working but who do not usually accomplish much. Faulty work habits and wrong mental attitudes must be corrected before the workers can contribute fully to the overall effort.
- Fifth, help people cut through detail and routine to the hert of the matter. Too many people get so wrapped up in how to do things that they lose sight of what they ought to be accomplishing.
Dr Ram Lakhan Prasad
WORK TO BETTER YOUR LIFE
Work to Better Your Life.
Listening -Interacting -Formulating -Energizing
Half of LIFE is IF therefore we have to look at a lot of valid reasons for our existence before we proceed to make it full and fruitful.
Of course, we are human and as such we are subject to err or mistakes and misjudgements.
Let me elaborate my point of contention by using the word HUMAN.
Happiness in life will only come if we are honest with all our duties and responsibilities.
Unique abilities are our divine possession and we are capable of great deeds in life if we try.
Methodology that we use is weak or questionable and so we face ups and downs in life.
Actions that we plan and take are inappropriate hence, we get frustrated with life.
Notions and beliefs that we hold are not clear so we face hardship in life.
What should we do? Turn your LIFE to FILE and in that file insert some useful aspects of life.
Find your talents, strengths, weaknesses and enlarge your opportunities.
Initiate healthy interactions with colleagues to increase your knowledge, skills and experiences.
Learn to negotiate at every step to find a path that is risk-free, safe, beneficial and productive.
Enthuse yourself towards increased imagination and confirm this frequently by your affirmation and never give up. Keep saying I CAN and your profile would shine brightly.
Once your LIFE moves on in the right direction, it will bring the other half back.
They are your Listening skilfully and Energizing yourself effectively.
Live so enthusiastically that life becomes long and laugh so much that crying becomes impossible.
Your laughter and enthusiasm would make your life truly worth living.
Dr Ram Lakhan Prasad.
Therapy For Success
Therapy For Success
- Ponder over the smallest advantages of every event of your work life and make use of these to the fullest. Always remember that if you cannot do great things everyday you should try to do small things in a real great way.
- Think of things that have happened today and now and make them positive and successful. We know that yesterday and then are dead. Our tomorrow and our future are not born yet. We can definitely build our current position firmly and leap to establish our tomorrow with a real difference.
- Every individual is a unique person so we should never compare ourselves with others. This can develop an inferiority complex in us. Have faith in yourself. People who do not have faith in themselves and their creations provide opportunities for others to bypass them and go ahead of them.
- Try to consider your critics as your well-wishers because I always found them helping me describe and clarify my weaknesses. They will gradually make you improve some of your faults, errors and mistakes and make you not only a better worker but an improved personality.
- Try to forgive people who make life difficult and create hurdles in your work and family life. Then take some positive steps to forget those unhappy and irritating incidents. Be sure not to be fooled and fouled by the same person twice.
- Try to train and develop yourself to solve one problem at a time by starting with the easiest one and proceeding to the most difficult one as you move on. I have found good solutions to many of my difficulties and problems using this powerful strategy. I can assure you that it is worth a try by everyone who seeks success in life.
- Remember that people who are able to spare some time to assist others can greatly minimize their own tensions, worries and anxieties. Therefore, it is good to join some group to serve the needy, poor, under-privileged or struggling people of your own organization.
- I always over emphasize the value of positive attitude towards our day to day events. We can heal and convert many of our pains, sorrows and confusions into our joy and pleasure if we continued to conduct all our events with this type of attitude.
- If I could not change a disturbing situation despite my best effort and genuine endeavors, I was not disheartened, unhappy and depressed because I knew I could make a difference if I kept trying. Time as we have been often told is the best healer of all our wounds. Of course, we should try to change things using another method by developing some new ideas and getting more guidance from our colleagues and mentors.
- Acting your part well on the fast changing stage of this tough and competitive world has become a must. Since all real life dramas have the similar tragedies, conflicts and frictions it is always advisable to look for truth, beauty and goodness in everything that is difficult and troublesome.
- Change yourself because self transformation is much soothing and better than the thought of taking any kind of revenge. Change yourself for the better things ahead rather than thinking of taking revenge for the wrongs done unto you. Always remember that change in our thinking in the end brings charm whereas the mere thought of revenge is reckless for good progress.
- We know that jealousy is harmful for everyone because it burns our own mind, body and soul. So let us develop that kind of wisdom that brings immediate peace, solace, comfort and satisfaction to us. We would never be jealous about the progress and work of others if we could understand the true meaning of teamwork and co-operation.
- Happiness is definitely contagious and reciprocal so the greater joy, pleasure and mercy we give to others the greater there is the likelihood that a lot more of these would come dancing back to us to distribute and share these traits to others.
- The problems and difficulties we face at our work places as well as life are often the direct result of our own activities, actions and inactions so if we learnt to be pro-active and act immediately then we can save more of these piling up later. As the good weathermen say, prepare yourself for the bad weather.
- Selfishness has never paid anybody any dividend so let us not be selfish. Expect more but work for it. Take what is rightfully yours but do not deprive others.
- Discipline of the mind is dynamic. Control your words, actions, thoughts, character and heart to prevent unwanted and unnecessary ideas entering your system. Use your free and leisure times with care, caution and control.
- We can definitely overcome lot of our worries by thinking out and planning our own solutions. Your knowledge and right information would be your power to proceed but you may have to do some extensive reading, careful listening and putting your thoughts and ideas into good practice. Plan all you act carefully and then act your plan well.
- If we spent some fifteen minutes of our working day in meditation we can develop sound values for good living. This meditation would recharge you for additional action.
- The demands of the new era are: to learn to do better than before, to delegate if you are over committed and to take more work load if you are free.
- Develop relevant and needed skills and keep re-skilling yourselves continuously to remain productive at all times. Do not stagnate but learn to live with pride, dignity and honour.
MANAGEMENT SHOULD BE HELPING PEOPLE GET RESULTS
MANAGEMENT SHOULD BE HELPING PEOPLE GET RESULTS
How did I feel about my work?
My attitudes contributed to my effectiveness in working with people.
- being responsible for productivity
- people and enjoyed talking to them
- to provide coaching and advice when performance problems arose
- to give praise freely when it was earned
- to seek new ideas and used them whenever possible
- to respect the knowledge and skill of the people who worked for me
- to follow up to be sure commitments, goals and standards were being met
- to be sensitive to the needs and feelings of others
- not to be worried by employees who knew more about their work than I did
- Not to be intimidated by workers who told me “what they really thought of me”.
So I have found a few ways that management can help their people get results.
- Make sure that the right person is in the right job. People whose skills or training do not fit the job will waste valuable time and effort trying to do things they cannot do.
- Give subordinates a clear idea of where their jobs begin and end. Overlapping responsibilities often result in duplication of effort.
- Make sure that the people in the group know what the main objective is and how their work will help to achieve that objective. Going off on tangents means wasted time.
- Give individual attention to those who mean well. Those who seem to be busy and to be working but who do not usually accomplish much.
- Remember to correct faulty work habits and wrong mental attitudes. Then your worker will be able to contribute fully to the overall effort.
- Help people cut through details and routine to the heart of the matter. Too many people get so wrapped up in HOW to do things that they lose sight of WHAT they ought to be accomplishing.
Dr R L Prasad
To be courteous is definitely a prime human attitude but many of us fail to realize how important this human phenomenon is for our daily living either at home or at our work place. Courtesy and the interest we take in our clients and customers, friends and family members, our colleagues and compatriots and our people put us in a very elevated position in our daily dealing with them.
In fact courtesy begins at home and spills into the community to give us a huge dividend at all times. The more interest we take in our people, our employees and our organization and the more assistance we give them the better our places of work become. To be courteous and kind are the true attitudes of mankind.
Courtesy is a strange thing. We tend to give it generously to strangers and yet the better we come to know people, the less we think about using it. This is unfortunate because plain ordinary courtesy, the same kind we often extend wittingly and automatically to strangers, is an excellent way of winning cooperation and good will from the people who work for us.
Therefore, I feel that courtesy is more than a matter of lip service. It shows up every day in many ways. Many times little things, perhaps, but they all add up and they then can produce a huge effect on the attitude of those who live, work and interact with us. For example, do we always take pains to greet people pleasantly? Or do we sometimes settle for a preoccupied grunt?
If a stranger wanted to tell us something we should have the courtesy to listen carefully and respond appropriately. The question that comes to mind is, do we tend to half listen and interrupt?
Courtesy or the lack of it can be symbolic of a person’s, a manager’s or an employee’s attitude toward others, subordinates and superiors. I find that people appreciate courtesy and they are quick to notice the lack of it, too.
My conclusion is that courtesy is the shortest distance between two people.
Dr R L Prasad.
CUSTOMER SERVICE WITH A DIFFERENCE
CUSTOMER SERVICE WITH A DIFFERENCE
It has been stated from time immemorial that our customers are always right however, in modern world of selling this may not have much meaning now. It is not the question of whether our customers being right or wrong but the how do we deal with them with tender loving care to achieve our aim of encouraging them to purchase our products.
I still feel that Mahatma Gandhi said it all when he developed this statement.
“A customer is the most important visitor on our premises. He is not dependent on us; we are dependent on him. He is not an interruption in our work; he is the purpose of it. He is not an outsider in our business; he is part of it. We are not doing him a favor by serving him; he is doing us a favor by giving us an opportunity to do so.”
Well, if Gandhi was indeed a salesman, he wouldn’t have found favor in most of the organizations of today. This is simply because he would have laid bare the entire truth behind his product or service that wouldn’t have gone well with the company that employed him.
Gandhi realized the importance of honesty being the best policy, something that you won’t find much popular among most salesmen. But honesty is definitely the best policy if you are trying to sell something.
This is a fact that most salesmen forget when they are trying to persuade their prospects to make a sale, especially if they are trying to hard-sell. Being honest, which is the correct approach to selling, isn’t easy to practice. This is given that being honest about the real quality of your product or services can sometime lose you the sale. All products and services have their flaws, so openly telling the prospects about the same might turn most of them away. So be careful how you tackle this issue.
Put the buyer first
Help the buyer buy from you. Don’t try to sell to them. Understand their needs and why they have come to you in the first place.
Tell the truth
No product or service is delivered perfectly. There are bound to be flaws. But what customers hate the most is being sold or serviced using dishonesty. So if you are offering something that has flaws, tell it right there and then and let the prospect make a conscious decision. If there has been a flaw in servicing the customer, accept the mistake, apologize for it, and promise to never make it again.
I know that many salespeople have succeeded by following words like these:-
One word that is vital for all good customer service- YES
Two words that make your customers to return- THANK YOU
Three words that generate interest – GLAD YOU HERE
Four words to give your feedback – HOW DID WE DO
Five words of service- HOW MAY I SERVE YOU
Six words of wisdom – WHAT IS MOST CONVENIENT FOR YOU
Seven words of pleasure- WHAT ELSE CAN I DO FOR YOU
Eight words to win customers- NOT SURE YET BUT I WILL FIND OUT
Nine words to nurture- THANK YOU FOR YOUR BUSINESS PLEASE COME BACK AGAIN
Ten powerful words- I APOLOGISE FOR MY MISTAKES LET ME MAKE IT RIGHT
I am sure you have your own ways of serving your long and short term customers and I would love to see your addition to this presentation.
What do customers need?
Care that is tender and loving
Understanding that is well meant
Satisfaction that makes them happy
Truthfulness and tactful approach
Openness that helps them appreciate your service
Methodology of presentation and essential knowledge must be right
Enthusiasm to conduct the job must always be there
Respond with responsibility with good reaction.