Dear Friends,

The following are some of the highlights of the Union Budget 2008-09 presented today in the parliament.


GROWTH, INFLATION
* India growth story interesting, inspiring
* Manufacturing, services to grow 10.7%, 9.4% respectively
* Confident of 8.8% GDP growth in FY08
* FY08 H1 GDP growth was 9.1%
* FY08 most challenging of last 4 years
* 12 successive quarters of over 8% GDP growth until December
* 8.7% GDP growth seen FY08 as per CSO estimates
* Second year of plan extremely critical
* Farm growth seen 2.6% FY08
* FY09 year of consolidation, implementation, monitoring
* Must be vigilant, swift for growth with price stability
* Keeping inflation in check remains cornerstone of policy
.
GLOBAL IMPACT
* Capital inflows in excess of economic deficit
* Capital inflows need to be managed more actively
* To take steps on foreign inflows to ensure stable markets
* Downside risks have increased worldwide
* Global markets weak since August, impact on local market not clear
* Govt will monitor foreign fund inflows
* Chidambaram says need to be vigilant on global risks
* Impact of US slowdown on emerging mkts not clear yet
* Outlook for global econ benign early FY08
.
FISC
* Govt targets FY09 fiscal deficit at 2.5% of GDP
* Govt targets FY09 fiscal deficit 1.33 trln rupees
* FY09 non-plan expenditure seen 5.70 trln rupees
* FY09 plan expenditure seen 2.43 trln rupees
* One more year needed to remove revenue deficit
* Fiscal deficit not only achieved but also some headroom
* FY09 revenue deficit 551.84 bln rupees, 1% of GDP
* FY09 revenue expenditure projected at 6.58 trln rupees
* Govt targets FY09 fiscal deficit at 3.1% of GDP vs 3.3%
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DIRECT TAXES
* Income Tax slabs changed
* Income tax threshold up to 150,000 rupees for all assesses
* On course to achieve budget estimate of direct taxes
* Agriculture income exempt from income tax
* Demat corp debt instruments exempt from TDS
* Reverse mortgage income won't be considered income for tax
* 10% income tax for 150,000-300,000 rupees income
* Stock, commodity bourses under service tax net
* All income tax payers get minimum relief of 4,000 rupee/yr
* 30% income tax for income above 500,000 rupees
* I-T threshold for women 180,000 rupees vs 145,000 rupees
* No change in corporate income tax, surcharge
* Direct tax proposals revenue neutral
* Withdraws banking cash transaction tax
* No change in securities transaction tax
* Short-term capital gains tax 15% vs 10%
* Introduces STT for commodity futures trades
* Dividend distribution tax to be 15%
* Deduction of STT paid allowed
* Can setoff dividend income from arms vs dividend tax
* Exemption limit for small service providers 1 mln rupee/yr
* Services contribute 55% of GDP
* Svc sector to get amortisation benefit
* 5 yr tax holiday for hospitals set up to serve rural areas
* To up short-term capital gains tax to 15% in some cases
* High growth rates helped boost tax revenue collection
* Senior citizen I-T threshold 225,000 rupees vs 195,000
* Production of seeds added to VAT list
* 30% income tax on over 500,000 rupees per year
* FBT exemption to creche facility, guest houses
* 125% weighted deduction for research co on R&D outsourcing
* 5-yr IT holiday for 2, 3, 4-star hotels in some districts
* Chrome ore export duty up at 3,000 rupee/tn vs 2,000 rupee
* To withdraw bank cash transaction tax by Apr 1, 2009
* Goods & services tax to come into effect from Apr 1, 2010
* Central sales tax to be 2% from April vs 3% now
* 15,000 rupees more 80D cut on parents' insurance premium
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INDIRECT TAXES
* Indirect tax proposals revenue loss 59 bln rupees
* Not surprised with buoyancy in tax revenues
* Excise duty on 2 wheelers, 3-wheelers cut to 12% vs 16%
* Excise on small cars cut to 12% vs 16%
* Customs duty on vitamin food, mineral food cut to 20%
* Customs duty on phosphoric acid 5% vs 7.5%
* Some cuts in customs to protect industry
* On course to exceed budget estimate of indirect taxes
* Customs duty on some bulk drugs cut to 5% vs 10%
* Customs duty on project imports cut to 5% vs 7.5%
* Customs duty steel scrap cut to 0% vs 5%
* No change in peak rate of customs duty
* Customs duty on crude sulphur 2% vs 5%
* Fully exempt rough cut stones from import duty
* Raw material for sports goods exempt from customs duty
* Customs duty on unrefined sulphur cut to 2% vs 5%
* Customs duty exemption for set top boxes in IT hardware
* Customs duty on sports goods cut to 5% vs 7.5%
* To give 34.43 bln rupees to social security scheme FY09
* Customs duty on specialised machinery cut to 5% vs 7.5%
* Customs on steel melting, aluminium melting scrap 0% vs 5%
* Some IT, hardware components exempted from Customs duty
* Excise on hybrid cars cut to 14% vs 25%
* Excise duty on paper cut to 8% vs 12%
* Customs duty on edible oils left unchanged
* General CENVAT rate on all goods cut to 14% from 16%
* Excise duty on pharma goods cut to 8% vs 16%
* FY08 tax to GDP ratio 12.5% vs 9.2% inherited by UPA govt
* Customs duty on rough coral 5% vs 10%
* Customs duty on crude/unrefined sulphur cut to 2% vs 5%
* Customs exempt to continue only for naptha for fertiliser
* Excise duty on water purifiers cut to 8% vs 16%
* Excise cut on all pharmaceutical goods to 8% from 16%
* Excise duty on bus chassis 12% vs 16%
* No excise duty on anti-AIDS drugs
* Excise duty on some paper types cut to 10% vs 12%
* Wireless data card exempt from excise duty
* Excise duty on some writing, printing paper 8% vs 12%
* Excise duty of 1% on polyester filament yarn removed
* Cement Excise: Higher of 14% advolorem or 400 rupees/tn
* Filter, non-filter cigarettes to be taxed at par
* Abolish ad valorem component on unbranded petrol, diesel
* Excise on refrigeration units above 2 tn cut
* Filter, non-filter cigarettes to be taxed at higher rate
* Excise duty on packaged software 12% vs 8%
* Excise duty on bulk cement 400 rupees/tonne
* Excise on packaged software hiked to 12% from 8%
* Excise duty on packaging software upped to 12%
* Money changers, tour operators to come under svc tax net
* Excise duty also exempted on packaged coconut water
* Excise duty exemption for coffee mixes, puffed rice
* Svc tax net to include svc by shr, commodity exchanges
* Excise duty exempted on wireless data cards
* Svc tax net to include asset management svc of ULIPs
* Excise duty on unbranded diesel to be 4.6 rupees/litre
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SPENDING
* Additional 100 bln rupees plan capital expenditure this yr
* FY09 defence allocation 1.056 trln rupees vs 960 bln
* Defence allocation up by 10%
* Sets aside 5 bln rupee for Arunachal, border develop plan
* 73 bln rupee for Rajiv drinking water plan FY09 vs 65 bln
* 3 bln rupees for desalination plant in Chennai in FY09
* 2 bln rupee initial outlay for drinking water in schools
* Allocation for northeast 164.47 bln rupees vs 143.65 bln
* FY09 ministry of minority allocation at 10 bln rupees
* Nehru Urban Renewal Mission outlay up at 68.66 bln rupee
* 68.66 bln rupees for Jawaharlal Urban plan vs 54.82 bln
* FY09 Integrated Child Development Plan sum 63 bln rupees
* Scheduled Tribe Fin Corp gets 500 mln rupees allocation
* National Agri Insurance Plan to get 6.4 bln rupees FY09
* Food security scheme allocation 48.82 bln rupees
* IT department allocation 16.80 bln rupees vs 15 bln
* 44% of backward regions' grant to UP, Bihar, Orissa
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LOAN WAIVER
* Farmers' debt worth 500 bln rupees to be waived off
* 40 mln farmers to benefit from loan waiver scheme
* Complete waiver of all loans for marginal, small farmers
* Loan waiver for marginal farmers holding up to 1 ha
* 11 bln rupees for National Horticulture Mission FY09
* Farm loans by bank, RRBs, co-op bks until Mar 07 covered
* Farm loan waiver scheme to be completed Jun 30
* Farmers can get fresh loans after debt reschedule
* Farm loan waiver to cover 600 bln rupees of loans
* Debt waiver scheme implementation to be completed by Jun
* Loan waiver scheme to be completed by June
* Waiver also for farm loans recast by banks since 2005, 2006
* Rescheduled farm loans will also be eligible for waiver
* One-time settlement scheme for "other farmers"
* Farm loan waiver scheme liability 600 bln rupees
* Loans worth 500 bln rupees to be waived under scheme
* 10 mln other farmers to also gain from loan waiver
* 30 mln small, marginal farmers to benefit from waiver
* 30 mln small, medium farmer to gain from loan waiver
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SOCIAL SECTOR
* India midday meal scheme is world's largest
* 182,000 girls in residential schools under Kasturba plan
* 114 mln children covered by midday meal scheme
* FY09 2nd year of plan should be year of consolidation
* 52 villages per day get phone connections under Bharat Nirman
* 4,113 rural villages computerised everyday.
* 42 villages/day get power connections under Bharat Nirman
* "Can do better" on ensuring more inclusive growth
* Noon meal scheme to be extended to upper primary schools
* Mid-day meal plan to be extended to all blocks in country
* Midday meal scheme extended to all govt schools
* Mid-day meal plan extension to help 25 mln children
* Cleanliness drive allocation upped to 12 bln rupees FY09
* More equity to Commissions for minorities, SC/ST
* SC, ST, minorities to continue getting special attention
* Northeast, especially Arunachal, face "special problem"
* Plan to give potable water to schools in scarcity areas
* FY09 plan for districts with minorities 37.8 bln rupees
* 288 more bank branches by Mar in mainly minority districts
* 2 bln rupees for new potable water plan for schools FY09
* Paramilitary forces to have more SC, ST candidates
* Initial grant for potable water in schools 2 bln rupee
* Potable water in schools cost 15,000-30,000 rupee/system
* Non-profit cooperation fund for national skill development
* Need to set up world class skill development programme
* Smart card based PDS food delivery in Haryana, Chandigarh
* 3 social security schemes for unorganised workers FY09
* National Handicapped Corporation to get 90 mln rupees
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FARM, RURAL SECTOR
* Food grain adequacy will be a challenge in FY09.
* Farm credit seen 2.4 trln rupees by March end.
* Promises new initiatives for agriculture.
* Cotton output seen at 23.38 mln bales FY08.
* Cotton output estimated 24.38 mln bales.
* Maize output seen at 65.78 mln tn FY08.
* 88% rise in wheat prices, 15% rise in rice prices.
* Soybean output estimated 9.45 mln tn.
* Rice output seen at 94.08 mln tn FY08.
* Maize output estimated 16.7 mln tn.
* FY08 food grains output at record high of 219.32 mln tn.
* Rice output estimated 94 mln tn.
* FY09 farm credit aim 2.8 trln rupees
* Farm credit growth impressive
* Gross capital formation in farm 12.5% of GDP FY07
* Aims to up farm contribution to GDP to 1.6% in 11th plan
* Crucial to manage inflow of food supply
* FY09 agri credit target 2.8 trln rupees
* 16 bln rupee interest subvention for short-term crop loan
* 900,000 ha to be developed under World Bank aid
* Irrigation Resources Finance to have 1 bln rupee capital
* More pacts with World Bank likely for Orissa, W Bengal
* To set up Irrigation, Water Resources Finance Corp
* 548,000 ha brought under irrigation in last 2 years
* To give 2.8 trln rupees of loans to farm sector FY09
* Funds for rain-fed area 3.48 bln rupees FY09
* 24 major, 750 minor irrigation projects in FY09
* Education plan to up retention, upgrade learning quality
* To cover 400,000 ha more in micro, dip irrigation
* Irrigation outlay 200 bln rupees FY09 vs 110 bln yr ago
* IWRFC to be incorporated as company before Mar
* Rubber Fund to get 190 mln rupees FY09
* Coconut, cashew, pepper to get priority for crop revival
* Special purpose Tea Fund to get 400 mln rupees FY09
* 56,000 old plantations revived under horticulture mission
* To stress on revival of coconut, cashew, pepper crops
* To set up 500 soil testing labs as PPP in 11th plan
* 276,000 ha brought under horticulture
* To incorporate new water commission before Mar 31
* Have planned crop insurance scheme for spices next yr
* 180 mln rupees allocation for coffee in FY09
* 50-mln-rupee one-time fund to Trivandrum plantation unit
* 400 bln rupees allocation for special purpose tea fund
* 200 mln rupee grant for Tea Research Association
* 750 mln rupees for farm ministry for mobile soil testing
* Perpetual fund for Rubber, Cardamom, few others FY09
* Have planned crop insurance scheme for spices next year
* Determined to be self-sufficient in foodgrain output
* 200 mln rupees for tea research
* To set up mobile soil testing labs in 230 districts
* 40 bln rupees for rural roads in FY09
* RIDF corpus up 140 bln rupees in FY09
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INDUSTRY
* Policy is to list PSUs to unlock their true value
* Aiming to take manufacturing growth rate to double digits
* Manufacturing industries, apparel, paper growing slower
* Manufacturing sector growing more slowly
* 20% growth in capital goods
* IIP for consumer goods, durables down in FY08
* Govt to list more arms to unlock value
* Some fiscal steps to be taken to boost industrial growth
* 55 bln rupees for Rajiv electrification plan in FY09
* National fund for power transmission, distribution
* Double-digit manufacturing growth in coal, power, steel
* 8 bln rupees for accelerated power reform plan FY09
* Power generation capacity target in 11th plan 78,577MW
* Tilaiya ultra mega power project to be awarded shortly
* Sharp fall in consumer goods growth in Apr-Dec
* Micro, small enterprises to continue to get govt aid
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FINANCIAL SECTOR
* To extend sr citizens pension plan to all above 65 yrs
* To give 10 bln rupees to LIC for Aam Admi Bima Yojana
* Govt to ask bks to meet credit needs of self-help groups
* Home loans for poor brought under banks' DRI scheme
* LIC to cover 10mln landless farmer in social security plan
* Aam Aadmi Bima Yojna to cover 10 mln households by Sep 30
* 20-bln-rupee SIDBI fund for risk financing
* 50-bln-rupee fund in NABARD to up short-term loans
* To launch exchange traded FX, rate derivative mkt
* To expand market for corporate bonds
* 50 bln rupee NABARD fund for short-term co-ops' lending
* Banks to embrace total financial inclusion concept
* 288 PSU bank branches to be opened in backward areas by Mar
* Will work with RBI for temporary steps to moderate inflow
* 256 new bank branches opened in minority districts
* 75-79% of farm lending has come from rural, small banks
* 75% of farm credit by scheduled commercial banks
* 256 PSU bank branches opened in 2007
* 288 more PSU bank branches to be set up by Mar
* To create risk capital fund in SIDBI
* Micro, small, medium cos continue to be priority
* Fund for TUFS up to 10.9 bln rupees vs 9 bln rupees
* Banks, RRBs to add 250 accounts/yr per rural branch
* "Measured steps" to continue in financial sector reforms
* SIDBI cuts SSIs annual services fees to 0.5% from 0.75%
* Risk capital fund for micro, small, medium cos under SIDBI
* To ask states to help develop national securities mkt
* PAN requirement extended to all financial mkts
* PAN sole identification number in securities market
* There is no seamless national market for securities
* Differences in duties, levies hampering securities mkt
* PSU bks to give DRI scheme home loans at 4% interest rate
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TRADE
* Rupee up 9.8% from Apr 2007
* Relief to exporters in FY09 to continue as required
* To develop handloom cluster at Varanasi, Shivsagar
* Apr-Dec merchandise export growth 21.8%
* Merchandise exports to fall short of target
* 3.40 bln rupees for weavers insurance scheme in FY09
* Interest spend on MSS is subsidy to export sector
* Govt sensitive to needs of merchandise export sector
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CORE SECTOR
* To give 129.66 bln rupee to National highway plan FY09
* NHDP outlay upped to 129.66 bln rupees from 108.67 bln
* 96.4% roads completed in Golden Quadrilateral
* NELP-7 to attract $3.5 bln-$8.0 bln investments
* $3.5 bln-$8.0 bln needed for oil exploration blocks
* To introduce more reform in coal, electricity sectors
* Coal regulator to be established
* 300 km roads to be completed FY09 under national plan
* Plans national fund for power transmission, distribution
* 4.5 bln rupees allocated for textile parks FY09
* All 30 integrated textile parks approved
* Integrated textile park scheme to continue in 11th Plan
* 750 mln rupees for common service centres
* 180-km roads completed in FY08, 300 km target FY09
* 250 clusters for handloom being developed
* Provision for integrated textile parks 4.5 bln rupees
* 1.57 mln houses to be built by March
* 4.1 mln houses built until Dec under rural housing plan
* Sop for housing for poor 35,000 rupees/head from Apr
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INVESTMENT, SAVINGS
* FDI inflow seen at $12.7 bln in FY08
* FII inflow seen at $18 bln in FY08
* Policy is to encourage all investment - local, foreign
* FY08 investment rate estimated 36.3% of GDP
* "Unmistakeable boom of investment" since FY06
* FY08 savings rate estimated 35.8% of GDP
* FY08 savings estimated 35.8% of GDP
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EDUCATION
* Education allocation up 20%
* India has opportunity to become "knowledge society"
* To set up 2 architecture schools at Bhopal, Vijaywada FY09
* New IIT in Andhra, Bihar, Rajasthan
* New central universities in each of uncovered states
* 16 central universities to be set up in FY09
* 16 new central universities in FY09
* 800 mln rupees for Balika Vidyalaya hostels upgrade
* FY09 allocation for secondary education 45.54 bln rupees
* 1 bln rupees to IT ministry to link knowledge institutes
* Deccan college in Pune to get 50 mln rupees grant
* 850 mln rupees to new scholarship for scientific research
* 454.5 mln rupees for Madrasa education FY09
* 600 mln rupees to up corpus of Maulana Azad Foundation
* 1 bln rupees for IT ministry to set up knowledge bank
* Student reservation to continue for SC, ST, minorities
* Spend on children's schemes FY09 over 330 bln rupees
* 72 bln rupees for ministry for woman, child development
* 162.02 bln rupees allotted for 30% women-specific plans
* 114.60 bln rupees for 100% women specific programme
* To allot 72 bln rupee for ministry of women, children FY09
* 7.5 bln rupees for upgrade of ITIs in FY09
* 440 mln rupees for Sainik School infrastructure
* 1 bln rupees each for DU, University of Mysore
* 1 bln rupees for Mahatma Phule Vidyapeth
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HEALTH
* Health allocation up 20%
* FY09 allocation for AIDS programme 9.9 bln rupees
* FY09 polio eradication drive allocation 10.42 bln rupees
* Rural health plan budget aid upped to 120.50 bln rupees
* 323 district hospitals taken up for upgrade in FY09
* Trained 462,000 personnel in National Rural Health plan
* 165.34 bln rupees allocation for health sector in FY09
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MISCELLANEOUS
* 6th pay commission to submit report by Mar 31
* Concerned about rate of attrition in defence services
* Permanent institutional mechanism to study climate change
* Fund worth 6.24 bln rupees in FY09 for Commonwealth Games
* 750 mln rupees to Indian Council of Cultural Relations
* Allocates funds for special tiger protection force
* 500 mln rupees for national tiger conservation project

Happy Weekend

Naresh Shekhwat

7 Habits to follow if you want to be a Highly Effective Person

Habit 1: Be Proactive®

• Taking initiative
• Keeping commitments
• Taking responsibility
• Holding oneself accountable for results
• Exerting a positive influence on results

Habit 2: Begin with the End in Mind®
• Developing vision
• Establishing/clarifying mission
• Setting team/personal goals
• Aligning goals to mission-critical priorities
• Focusing on outcomes

Habit 3: Put First Things First®

• Executing strategy
• Focusing on important rather than merely urgent priorities
• Defining tasks to achieve key goals
• Eliminating low priorities
• Prioritizing tasks
• Using planning tools

Habit 4: Think Win-Win®

• Improving business relationships
• Collaborating effectively
• Negotiating in a Win-Win mode
• Resolving conflicts
• Making Win-Win performance agreements

Habit 5: Seek First to Understand, Then to Be Understood®

• Communicating persuasively
• Defusing high-tension situations
• Listening effectively
• Providing productive input and feedback

Habit 6: Synergize®

• Leveraging diversity
• Making decisions/solving problems collaboratively
• Valuing differences
• Collaborating creatively
• Developing innovative solutions

Habit 7: Sharpen the Saw®

• Achieving life balance
• Practicing continuous improvement
• Practicing self-renewal

Dear Friend,

Dear Friend,

One more article from the same writer. May be of interest to some of you.
Regards
Naresh

Visit my blog for the other articles also.

http://nkssiimcal.blogspot.com/

Measuring Your Personal Growth

Measuring Your Personal Growth

Introduction

It was one of the Sundays and as usual, many thoughts were passing through my head and suddenly my thought process got stuck at one point and made me to think and re-think as how one can or how one should measure his or her personal growth?

1) Your success in exams is measured by the marks that you score (your percentile).
2) Your success in business is measured by revenues and profits that you earn.
3) The versatility of your business is measured by your expansion plans, both in terms of geographical expansion as well as venture into new industries.
4) Experience is usually measured in number of years.
5) Your height, your weight, your age…everything can be measured.

So, how can you measure your “Personal Growth”?

Things that you do

To understand and measure your personal growth, lets first list out and understand various activities that we do in our life. Once we understand that, it will help us in setting the measuring parameters and/or selecting the measurement scale. There is no second doubt in my mind that when we talk about “Growth”, it needs to be objective and not subjective. It should be measured.

As an individual, whatever you do, can easily be classified into two parts:
1) Professional
2) Private

As a child or a teenager we do certain things which either help us in our profession (give directions to our professional life) or make our private life, more satisfactory.
1) Professional Life: Basic Education, Professional Education, Salaries (Wealth), Promotions (Role, Power to take Decisions, Span of Control etc), Training and Development (Workshops and Seminars), your popularity (and demand) and Professional Network.

2) Private Life: Relations with family (Parents, Siblings, Relatives) and friends, Marriage (Success, Happiness and longevity of your married life), House and other comforts, Health, Children (Birth, Growth, Grooming and Values of your children), Love, Care and SATISFACTION.

(Note: Care has been taken to include everything that an individual should have or like to have in this life. However, this list is inclusive and not exclusive.)



Let’s Analyze and Measure

Well, the “Professional Front” of your life can be measured by following factors:

1) Number of professional degrees that you have.
2) Institutes that you have studied in (To study in good institutes, you should not only be intelligent and knowledgeable but should also have enough money to take care of expenses of your studies).
3) In Case, you are a salaried employee then what is your salary and how much increments you get every year. In case, you have your own business, then your profits and wealth.
4) The Position and Designation that you hold. In short, it is your ability to take and influence decisions that matters.
5) Your demand and popularity in your profession and industry, is another criteria to measure “Professional Front” of your life.

All these factors are part of your “Personal Growth” and all are measurable.

Now, let’s calculate your “growth” in “Private Life”. It is not possible to be successful at “Professional Front” without “sacrificing” and making adjustments in your “Private Life”. However, what you have sacrificed and how you have set the balance in relations determines and measures your success in “Private Front”.

Following are the factors that can be measured and calculated:

1) Longevity and happiness of your married life
2) Amount you spent on your medicines
3) Value-system, education and success of your children (Believe it or not, but if your children are good citizens of your country; if they are doing well in academics; if they are successful in life…that reflects in your success).
4) It is not possible to keep everyone happy, one need to identify (in fact, choose) people that they want to keep happy and then go all out to ensure their happiness. Hence, your success is measured on the choices that you make your judgment and setting priorities.

Though, there can be a slight difference, but all these factors can be measured and evaluated. As I said earlier, to measure your growth, you need to have a base. Measuring growth, starts from past and ends with present. Your dreams and goals, starts from your present and ends, somewhere in your future.


Discussion Table - Brainstorming

I asked several people from different countries, age groups and of both genders as what do they actually understand by “Personal Growth” and how, they think that one should measure the personal growth. Due to space constraint, it is not possible for me to include all responses, but instead, I have taken a sample size.


According to Marc Aniballi (Managing Director, Crack Method, Canada), your criteria to measure your personal growth changes with time and entirely based on the phase of life, you are passing through. A baby measures their growth in inches; A youth measures their growth by their peers; A young person measures their growth against their parents; An adult measures their growth against the world around them; A mature adult measures their growth against themselves; An elder measures their growth against ideals;

Maria Sheila Riikonen (Business Intelligence Consultants, Finland), gave a philosophical touch to her answer and said that the path to personal and professional success is seldom smooth sailing, so it's important to have a strong sense of self wherever the road leads you. I always like to recall my favorite mantra from American Poet Ralph Waldo Emerson (1803 - 1882) : “To laugh often and much, To win the respect of intelligent people and the affection of children, To earn the appreciation of honest critics and endure the betrayal of false friends, To appreciate beauty, to find the best in others, To leave the world a bit better, whether by a healthy child, a garden patch, or a redeemed social condition, To know even one life has breathed easier because you have lived. This is to have succeeded.”

In the words of Mukund Toro (Director Engineering, Sasken, Bangalore, India), one cannot generalize parameters to measure personal growth and it all varies and differs from person to person and to an large extent, depends on the background of an individual. He said, “I find it difficult to answer your question. I think it depends upon the individual; Depends on his or her needs, aspirations, obligations and duties. I guess it depends upon what is central to your life. You could look at Steven Covey's habit two (2) regarding what are the various centers of life. I have found myself struggling between various ways of defining success. Sometimes it is career, sometimes finances, sometimes doing something for others etc. To quote (not verbatim) Dr. E S Srinivas of XLRI, some questions may never have clear answers. What is important is to raise these questions.”

Dinky (Denise) Durso (Business Development, Manager, Alliant Credit Union, Greater Chicago Area), is also of the similar opinion and says that the criteria to measure personal growth, varies from individual to individual and is largely influced by the personal convictions, ideology and principles. He says, “While I can appreciate the basis for your question, I have difficulty aligning my beliefs and values within the confines of your question and answer terms. Growth and success does not have to be measured, even within the terms you put forward; years, total revenue or total wealth (income) during the year. Rather growth and success have more to do with immeasurable personal wealth - (ideals, convictions, ethics) and personal successes, such as independence, work/life balance, personal growth, and income (which is measurable from one year to another - but not true measure within ones experiences.) I measure my growth with how engaged I am, how much support I receive from my manager/director, how successful I am within my business and personal relationships and goals, how much balance I have between my business and personal lives and how many relationships I have within all aspects of my life. I am sure I am missing something important within this answer; but the main point is ~ money or your bank accounts cannot measure your growth, satisfaction or success only your feelings, relationships and heart can measure your personal success.”

Jay Sison (General Manager, 1 & 1 Internet, Philippines) is of the opinion that in order to measure your “personal growth” one must clearly define his goals along with a time frame to achieve those goals. The views are expressed in the following manner, “The beauty of this question is that only the person alone can answer it and he/she can set the baseline and timeline. One just has to outline the desired goal that can be quantified objectively and subjectively. Once defined, then you can set out the timeline by which you want to accomplish and how aggressive one would like to accomplish. I would recommend short, medium and long term. So measurement is all up to the person's standards. The keyword in your question is "personal". "Growth" and "success" is relative to the person”.

In the words of Gary Sieling (Software Engineer at Thomson West, Rochester, New York Area), growth measurement differs from time-to-time and also based on the phases in life. A person is a complex entity and there are so many things (activities) that are involved in his life. One cannot measure those entire things with one measure scale. To measure everything, that is involved in an individual’s life, one need to use different scales. The thoughts are expressed as, “What I consider growth changes over time. Sometimes there are new things I want to learn or do, but sometimes you your perspectives totally change, e.g. after having a health crisis. You can set up metrics for those things - just not numeric measurements like you want. E.g. if you want to grow a relationship, you can say "I keep up with them at least once a quarter on average" or "I'd like to have a friend who I can talk to about personal issues." Those are just goals, and as long as you are achieving goals you are growing. Be careful about using a single measurement- tracking your progress over time is generally informative, but if you use it as a decision-making tool, there are unintended consequences (e.g. sacrificing health or happiness for more income). Unhappiness and lack of freedom are indicators of needed growth”.

However, Bjorn Martinoff (Managing Consultant USA/Global at IL International human Capital Solutions, California), wants to make a clarification and says that there is a difference between growth and satisfaction of doing something. He continues, “Many people confuse/collapse growth with success or growth and the results of growth meaning income or reaching goals. Never, ever confuse these two as they are so different. I can reach goals without personal growth, i.e. I could win the lottery, however no growth is needed for this or I could run into an inheritance, not much luck needed there either. So Money can be excluded as a reliable measure of growth. Money however is often, not always, a result of growth. To me the measures of growth and success are the level of freedom and happiness I experience in my life”.


Conclusion

Everything that can be measured can also be managed. Based on what you want to measure, there are different scales of measurement. Your Bank Balance (Your Assets and Wealth), Time, Education Level, Future and success of your children, your position in the society and the way people perceive you (respect and admiration) that you have earned…these are some of the scales and criteria’s to measure your growth in “Personal” life.

If you want to “manage your life”; you should also know how to measure it.

Keep learning. Keep Growing. Keep smiling.

Do share your views.

With Love
Sanjeev Himachali
(BLOG: http://sanjeevhimachali.blogspot.com/ and http://sanjeevhimachali.multiply.com/)
(Email: sanjeev.himachali@gmail.com and ss_himachali@yahoo.com)

Thursday, June 21, 2007

Your Professional Growth and Types of Blocks in Career Path

Your Professional Growth and Types of Blocks in Career Path

Introduction

Though I belong to northern part of India but in my professional life, for maximum number of years I have worked in southern and western parts of the country. It is only now, since 2005 that I shifted my base to northern India. Sometimes, people ask me the difference that I noticed in terms of work-culture, workplace environment and practices in northern and other parts of the country, during my professional journey. Usually my reply to those queries is: “People in western and southern parts of India compete for success and growth. They have constructive and positive approach. They value their and other’s time. Where as, in northern parts of India, people love to grow at the cost of others…by harming others. They have political mindset. They have destructive mindsets.

In western and southern India, the attitude is, “Lets grow together. You don’t harm me and I will not harm you; you have your own strengths and I have mine, we will grow together”. But in other part of the country, people want to be in lime-light. The philosophy is, “Only, I will grow. You, either perish or live in my shadow”.” This is the general attitude, perception and behavior of people. However, exceptions are always there.

Growing together – The Importance of Team Work

How good are you, when it comes to team-work? Do you understand the importance and synergy of team-work? To my knowledge, “We Indians” are very bad players of team-work. Each member of the team wants to hog the lime-light, wants to take the credit for the “Success” of the team and “Love to Blame” his team-member for the failure of his team. Be it any team; as small as a team of two members or as big as a team of fifteen members, we have always failed as a team. Hard to digest but this is a fact. Some of the factors our failures as a team are:

1) Personal Ego (Larger than life ego)
2) Its only “me” and no one else
3) Lack of knowledge (Subject Matter Expertise), Confidence and Self-Belief gives rise to self-doubt and “insecurity”.
4) They love to “Demand Respect” rather than earning respect.

When you have ego, arrogance and insecurity, you tend to block others’ success. You tend to harm them. You tend to play “Political Games” with your own team-members.

Team-work in Corporate World

Now, let me narrow my write-up to “Team-work in Corporate World” and “Team-work within a department”. You cannot do all the work that is expected from you and hence, there is a need of a team. “Delegating your Work”; Outsourcing; Vendor Management is nothing but steps towards “Team Work”. We talk about man-hours and man-hands. For example, I as an individual is capable of doing X work in seven days but along with my team of three people, I should be able to complete the task in three days.

But it’s not me who has done that work in three days; it’s my TEAM. Many times, knowingly or unknowingly we harm our own team. In the process of showing others “my control over my team”, people hurt the team, insult the team and thereby affect the morale and sprit of the team. There is a saying, “Don’t kill the hen laying golden eggs”; but some people divide the team because they feel insecure. They divide the team. They back-stab their own team members; they gossip about one member to another and they insult their team-members in front of others. They do all this because, they don’t have subject matter expertise, and they are not sure about their position. They don’t have self-confidence and self-belief. They feel that the only way that they can survive is by using the old tactic of British India, “Divide and Rule”. Just like the British rulers of that time, these team-leaders and team-managers are aware that “if I let these people unite, I will not be able to survive. A very bad tactic, isn’t it??

Role of Team-Leader / Team Manager

There is a saying in Hindi, “Yatha Raja, Tatha Praja” (As the king, so the people). Hence, the Team-Leader or a Team Manager have very important role to play in “Team Development and Management”. As is understood that to be a Team-Leader or a Team Manager one should have at least one person to supervise and manage. Team Leader should have confidence in his own abilities, knowledge and skills. If he does not have enough confidence in himself, I will doubt his abilities and skills to boost the confidence and morale of his team. To be honest and fair and based on my personal experiences, I do feel that 90% of managers have sense of insecurity from their subordinate. They feel that their subordinates will grow faster. They feel that their position is not secured. They have very low Emotional Quotient. Hence they try “to block” block the pace of growth of their juniors / subordinates. Here are some blocks that Managers / Team Leaders put on the way of their subordinates growth:

Dam – When you construct a dam on a river, it does not stop the growth of the river; rather it generates electricity, helps farmers in irrigation and control floods. Similar is the role of this block in your profession. He guides you. He mentors you. He grooms you. He sharpens your skill. He helps you to grow. He is a catalyst. He knows that he is big enough for you to harm him in any manner. It’s like an executive reporting to a President. This is a positive hurdle.

Hurdle on the road (Rock, big & heavy stone) – Imagine a situation when you are traveling to some place and happen to face this hurdle on the road. What will you do? Either you will remove the hurdle or you will just pass by its side. Another example that I have is roundabouts in Chandigarh. You can not drive over them but need to drive around them to move on other side of the road. In a similar manner, there are blocks in your professional life and you can grow only by ignoring and avoiding them. They feel that they have put, big enough hurdle on the path of your career to slow-down you and/or stop you. It might take some time to over come this hurdle but this is not permanent. This is arrogant / egoistic but temporary hurdle.

Wall under-construction – This is a positive hurdle that you can face in your life. As you grow, the other also grows. He is intelligent and knowledgeable. He is willing to learn all the time. He is a person with high-self esteem. He has high expectations from himself and also from people around him. He is not afraid by the growth of his subordinates. He does not harm the growth of his subordinates. He does not sabotage their growth. The more his subordinate grows, the higher he increases his own level and his competencies.

Closed Door – This is a negative block. Whatever you do, you will face rejection. Things will just bounce on you. This person is afraid of your success and pace of your growth. When in open and competitive market, he feels insecure. He feels comfortable and secured when he is in closed room and that is why he keep the doors closed. If you want to grow in the presence of such superior / boss, you should either be pleading him or buttering him (making him comfortable) or requesting him or you should wait for the right opportunity. (You should look for the ventilator to enter in).

Conclusion

If you want to draw a line, longer than the one which is already drawn, the best way and constructive way to do that is to draw a new line, parallel to existing line and longer than that. Same way, the best way to grow in professional life is to always keep yourself updated with the latest in your domain; to sharpen your skills; to have dreams and to have confidence in yourself. You cannot grow by suppressing someone lower to you. Even if you manage to grow in this fashion, you will not be able to sustain that growth. Be honest to yourself and to your team-members. Don’t lie to them. Share the credit. Most importantly, “Learn to Work in a Team”. Talent Acquisition is Important but Talent Management is Equally Important.

Gone are the days when people use to “butter” their bosses and use to say, “YES Sir” for every order / instruction of their bosses. This is the era of competition. You want to grow then come compete with people.

That’s an end of the write-up. Do share your views and comments.

With Love
Sanjeev Himachali

Dear Friends,

This article I found on the net and I liked it. Please read it on the blog. Link is as given below:

http://nkssiimcal.blogspot.com/

First Impression is not the Last Impression - Changing your First Impression

First Impression is not the Last Impression - Changing your First Impression

Introduction

Earlier, they use to say that “Your First Impression is the last impression” and now, they say that “your first impression is not the last impression but long-lasting impression. Hence, there is a scope to rectify your “first impression” and at times there is also a need to do so. There are times when we think that we have made a mistake…we should not have carried ourselves the way we did and then we look forward to one chance to correct our “first impression”.

In this article, we will be discussing about this and other related issues such as things you should do or should not do to make a “Perfect” first impression; what will you do to change your first impression and will you give one more chance to someone to rectify his / her first impression.

Understanding the term – “First Impression” (FI)

Before talking about “First Impression” (FI), lets discuss, what is “impression” to start with. Though, your looks and appearance is a part of your impression but that is not the only thing, which matters. Your impression means your overall personality and it consists of:

1) The Way you carry yourself
2) Your Dress-up
3) The way you express yourself
4) Your Mannerism
5) Your Behavior
6) Your Communication
7) The way you treat the other person

These all are the traits which consist of impression and thereby are related to your FI.

For an impression to be called as FI, this must be your first meeting with that person. FI can be of two types – Planned and Unplanned. It is planned, when you are aware of it. For example,

1) Your job - interview,
2) Business meeting with client,
3) Dating,
4) You are invited as a guest

FI can be planned, when you are not prepared for it. For example, people looking at you when you are walking down the street; when you are traveling; when you are just passing through a place, you are at a place where people around you hardly matters to you etc.

This first impression process occurs in every new situation. Within the first few seconds, people pass judgment on you – looking for common surface clues. Once the first impression is made, it is virtually irreversible.

The process works like this:

If you appear to be of comparable business or social level, you are considered suitable for further interaction.
If you appear to be of higher business or social status, you are admired and cultivated as a valuable contact.
If you appear to be of lower business or social standing, you are tolerated but kept at arm's length.
If you are in an interview situation, you can either appear to match the corporate culture or not, ultimately affecting the outcome.

For the purpose of this article, we will be concentrating on Planned FI because people making an impression about you, when you are walking down the street, hardly matters to anyone.

Changing your FI

Now, let’s discuss about this. Suppose you are at the receiving end, you met a person and he made certain opinion about you, it can be about your behavior or the way you carry yourself. Or he has read about you or has heard about you and based on that there was already some notion in his mind. You know that you are not what the other person is thinking or assuming about you. Will you make an attempt to correct that impression or assumption?

I asked this question in some of my training programs. I have asked this question to 748 people. I also discussed this with some of my friends. Around 67% of them said, “NO”. They will not make any attempt to change FI. They said that it hardly matter to us. Let anyone carry any impression that they want to carry. 26% said that once they know, what type of impression the other person is carrying, they might make an attempt to change that impression. 7% respondents remain neutral.

Some of the responses are:



Ajay Prasad (Manager with Global Payments – HSBC): I would definitely not like to influence what the other person perceives me as. Because impression is two communications - one, what I show to others (need to find out what kind of mask we are wearing in front of others and second what kind of mindset or presumption the other person has). If you are a nice human being, you should let the show be a real and original. Masking ourselves and handling situation is always easy but to be real and then facing others is a bit difficult job.

Sheilah Etheridge(Owner, SME Management: Management and Accounting Consultant): I see no point in trying to change the first impression or the opinion formed as a result of that impression. People will believe what they want to believe. I will continue to be who I am and they will either maintain that opinion or they won't. That is their choice.

Mudassir Ehsan (Business Development Manager at Frost & Sullivan): If I feel, for whatever reason, Mr. X has got an incorrect impression about me, I would not take any immediate steps to rectify that impression....here is what I would think:
A) Why is that I gave a wrong impression about myself to anyone....now that someone has got a wrong impression...that means, I am capable of giving wrong ideas about myself to others? I would firstly work on that...find out why I did whatever happened.

B) As far as rectifying the impression is concerned, well...this certainly depends on who has got a wrong impression about me...is he/she an influential person...do I foresee any kind of opportunities with that person in the future ? Now then...some may argue that anyone in this world is important as they could provide you opportunities...don't shut the doors on anyone....Agreed...but these people are also like opportunities...I take some and leave some.... So my answer is that I will only try rectifying my image to people of immense importance mainly ! The rest would come to know the real-me automatically....in due course of time. How am I going to rectify my image...well if this person is of so much importance...I might create a situation to interact more with that person and give myself a chance to quickly portray my correct image.

Gerald Lo (Project Manager at Watson Pharmaceuticals):”An inaccurate first impression is, I think, nearly inevitable. Once people get to know me, I believe their impressions and opinions change. It is not something I feel I can change through effort; I believe that respect must be earned over time by action and attitude, not words. I try to conduct myself with some reserve during my first introductions to others, and presume that others may do the same. As a result, I try to condition my expectations regarding those first impressions, as they may sometimes be illusory. I also do not depend on someone new giving me the benefit of the doubt from our first meeting. Through coincidence, someone new to us may resemble someone from our pasts. A mannerism or physical likeness might remind us of somebody else altogether. It is human nature, I think, for our brains to associate the new person with that old impression of another one altogether. What might help distinguish us from certain animals may be our ability to reason and try to overcome our more primitive instincts of association. The circumstances might extenuate an individual's behavior on the occasion of the meeting. I find I am much more receptive to appreciating someone's company and character when we are not meeting under the conditions of an emergency. I think making an effort to present a respectful and respectable external demeanor is generally a good practice, whether being introduced to a new acquaintance, undergoing an interview, having dinner, or encountering a poisonous reptile. One doesn't need to love it, but it certainly demands respect, in my opinion”.

In my views, I think we are taking things a bit too lightly. It is true that, with so many people around us, it hardly matters what people think about you but if we take it in a positive manner, people will not remember who you are; they will not remember how you look like, but they will always remember how you made them feel like; how you treated them; how you behaved with them. I think it is very important to have a good impression. That is how people will remember you. Hence, though there is a very little possibility that you get “another chance” to rectify your impression but if you get, make a best use of it.

Giving a Chance to Someone to Improve the First Impression

Let’s be fair on this. We all know that your first impression might not be the impression that you want to create. Just, only in this article we also proved that. I asked one more question in my training programs. I have asked this question to 748 people. I also discussed this with some of my friends. We discussed the scenarios that suppose you are the person who is judging another person. You met a person and made certain opinion about him or her. Your assumptions about the person might not be correct. So, will you give that person another chance to rectify that “first-impression”? How easy or difficult will it be for you to change your first impression about that person? Around 34% respondents said that for them the first impression is the final impression and they will go by their gut feeling. 59% respondents said that they will give as many chances as possible to that person to rectify his / her FI. 7% respondents were neutral.
Some of the responses are as follows:

Around 63% of them said, “NO”. They will not make any attempt to change FI. They said that it hardly matter to us. Let anyone carry any impression that they want to carry. 21% said that once they know, what type of impression the other person is carrying, they might make an attempt to change that impression.

Jim Lenahan (Owner, Data Basics International, Inc. / WebSecretaries.com): I give people plenty of opportunities to prove my first impression right or wrong. Like I said, I'm wiring sometimes -- especially when reaching a conclusion on a paucity of data. It is thus easy for me to change my opinion (not my first impression -- that remains locked in history) due to my large amounts of practice.

Mayank Bhargava (Analyst at Infiniti Research): My personal experience says that people should be given more than one chance to be judged. I don’t say that you might find a gem of a person; however there are certain genuine cases who deserve 2nd chance. On the other hand there are some very smart people who never reveal themselves in the first meeting. In such a case one quick decision can jeopardize our situation.

Steve Aditya (Account Manager at IMS Health): I personally believe in second chances and I don't judge people by first impression basis. I don't believe in making the right assumption (judge) people that way.

Ajay Prasad (Manager with Global Payments – HSBC): This purely depends on the purpose of interaction. If there is a pre-defined purpose, then I would also be very clear of what I want out of the other person. During interaction I would definitely judge the person against the parameters set by me. But in case I do not find some of those required parameters in him/her, I would rather share those with him/her. As I mentioned earlier perception is a two-way communication, and it does depend on how communicative the other person is. There might be instance where the person has some attributes but does not show in his behavior. In those cases, we are at risk of loosing the right person (only because of perception).

Sheilah Etheridge (Owner, SME Management: Management and Accounting Consultant): I am fairly on target on the opinion I have of people. I have been proven wrong a couple of times but it is not often. I generally give people the benefit of the doubt and keep an open mind before really forming an opinion. But there are times that I will get an instant dislike for someone (they don't even need to speak). If that happens and I am not sure why I feel that way and nothing has happened to cause me to dislike them there is generally a valid reason I just haven't found yet. To date, I have never instantly disliked someone and then later found I was wrong.

Mudassir Ehsan (Business Development Manager at Frost & Sullivan) : Regarding myself giving others a chance.....well I will always give others a chance to build his correct impression on me. Coz, it is possible that the concerned person was right and my judgement was wrong....hence, I would never shut the doors on assessing anyone until we have interacted enough to know each other.

Kajal (Assistant Branch Manager at Citizens Bank): Yes, I would give more than one chance for a person to change their first impression. It depends on the situation......if you are interviewing someone and he showed up late.....I will first find out what happened and see how well everything else goes. And then, you can decide. Sometimes, you just get this "feel" for a person and I think no matter what that person does it is difficult to change your impression and I think that most of the times this” feel" is almost the right impression of the person.

Lucy Garrick (Principle Consultant at NorthShore Group): “Changing first impressions difficult for anyone. This is because our impressions are a result of a lifetime of memory and inferred meaning processed by the brain in less than a nanosecond. The question is perhaps not how to change first impressions, but how to change the meaning of 1st impressions.
Change begins with noticing that you have a 1st impression, then letting go of the story and judgments about those impressions to be curious and open to other possible conclusions. Another important question is "what is the impact of your first impressions or assumptions about another?

A simple skill to practice and remember is "Say Why, Ask Why" When you interact with another, tell them the motivation for your interaction. When their response is puzzling to you, test your assumptions about why they are responding as they are. Curiosity will open the door to better relationships and more effective interactions”.

As some people expressed above that though they will be giving chances and opportunities to other people to rectify their first-impression but at the same time they also agreed that with this the other person will only be able to change the opinion and the first-impression will remain unchanged and locked in the memory. Hence, it is very important to go that extra mile and make a knock-out first impression.

Factors one should consider while making first impression

Basic principles to make the BEST “First Impression”

A. A Winning Smile: “Smile and the world smiles too.” So there’s nothing like a smile to create a good first impression. A warm and confident smile will put both you and the other person at ease. So smiling is a winner when it comes to great first impressions. But don't go overboard with this - people who take this too far can seem insincere and smarmy, or can be seen to be "lightweights".

B. A Word about Individuality: The good news is you can usually create a good impression without total conformity or losing your individuality. Yes, to make a good first impression you do need to “fit in” to some degree. But it all goes back to being appropriate for the situation. If in a business setting, wear appropriate business attire. If at a formal evening social event, wear appropriate evening attire. And express your individuality appropriately within that context.

C. Be on Time: The person you are meeting for the first time is not interested in your “good excuse” for running late. Plan to arrive a few minutes early. And allow flexibility for possible delays in traffic or taking a wrong turn. Arriving early is much better that arriving late, hands down, and is the first step in creating a great first impression.

D. Be Yourself, Be at Ease: If you are feeling uncomfortable and on edge, this can make the other person ill at ease and that’s a sure way to create the wrong impression. If you are calm and confident, so the other person will feel more at ease, and so have a solid foundation for making that first impression a good one.

E. Be Open and Confident: When it comes to making the first impression, body language as well as appearance speaks much louder than words. Use your body language to project appropriate confidence and self-assurance. Stand tall, smile (of course), make eye contact, greet with a firm handshake. All of this will help you project confidence and encourage both you and the other person feel better at ease.

Almost everyone gets a little nervous when meeting someone for the first time, which can lead to nervous habits or sweaty palms. By being aware of your nervous habits, you can try to keep them in check. And controlling a nervous jitter or a nervous laugh will give you confidence and help the other person feel at ease.

F. Be Positive: Your attitude shows through in everything you do. Project a positive attitude, even in the face of criticism or in the case of nervousness. Strive to learn from your meeting and to contribute appropriately, maintaining an upbeat manner and a smile.

G. Be Courteous and Attentive: It goes without saying that good manners and polite, attentive and courteous behavior help make a good first impression. In fact, anything less can ruin the one chance you have at making that first impression. So be on your best behavior. One modern manner worth mentioning is “turn off your mobile phone”. What first impression will you create if you are already speaking to someone other than the person you are meeting for the first time? Your new acquaintance deserves 100% of your attention. Anything less and you’ll create a less than good first impression.

H. Present Yourself Appropriately: Of course physical appearance matters. The person you are meeting for the first time does not know you and your appearance is usually the first clue he or she has to go on. But it certainly does not mean you need to look like a model to create a strong and positive first impression. The key to a good impression is to present yourself appropriately.

Start with the way you dress. What is the appropriate dress for the meeting or occasion? For business and social meetings, appropriate dress also varies between countries and cultures, so it’s something that you should pay particular attention to when in an unfamiliar setting or country. Make sure you know the traditions and norms.

Appropriate dressing and grooming help make a good first impression and also help you feel “the part”, and so feel more calm and confident. Add all of this up and you are well on your way to creating a good first impression.

I. Small Talk Goes a Long Way…: Conversations are based on verbal give and take. It may help you to prepare questions you have for the person you are meeting for the first time beforehand. Or, take a few minutes to learn something about the person you meet for the first time before you get together. For instance, does he play golf? Does she work with a local charitable foundation? Is there anything that you know of that you have in common with the person you are meeting? If so, this can be a great way to open the conversation and to keep it flowing.

Conclusion

There is no doubt that your first impression is very important and most of the time you get only one chance to make that knocking impact. It is also true that usually you do not get another chance to rectify your first impression. However, if you are lucky enough to get another chance, hold that with both hands and make an everlasting impact. Here, there are two types of people…people at your workplace, people in your family and those with whom you meet occasionally, once in a year or so…one should take care of that.

At the end, I only like to say, that it is very important to know the type of person you are going to meet and what type of future you are looking forward, involving that person in your life; so based on that…one should be prepared. This is life and in life, there is no retakes…only one shot.

Looking forward to your comments and feedback
With Love

Sanjeev Himachali

References

Managing First Impressions at Interviews - David Jensen
2. Making a Great First Impression! - Mind tools
3. Do You Make Your First Impression Your Best Impression? – Michelle Sterling, Global Image Group

Acknowledgement
I like to say a big and very special thanks to all the below listed people for sharing their views and thoughts. They are:
Lucy Garrick (Principle Consultant at NorthShore Group
Kajal (Assistant Branch Manager at Citizens Bank)
Mudassir Ehsan(Business Development Manager at Frost & Sullivan
Sheilah Etheridge (Owner, SME Management: Management and Accounting Consultant)
Ajay Prasad (Manager with Global Payments – HSBC)
Steve Aditya (Account Manager at IMS Health)
Mayank Bhargava (Analyst at Infiniti Research)
Jim Lenahan (Owner, Data Basics International, Inc. / WebSecretaries.com)
Gerald Lo (Project Manager at Watson Pharmaceuticals)

Who's doing what in Kids Retail in India

• Monalisa, the Versace of kids is coming to India
• Global lifestyle brand Nautika is bringing Nautika Kids
• International brand, Zapp has tied up with Raymond to foray into Kid's apparel
• Disney has launched exclusive chains which stock character - based stationery.
• Pantaloon's joint venture with Gini & Jony will set up a retail chain to market kids' apparel.
• Swiss kids wear brand Milou is collaborating with Tirupur based Sreeja hosieries
• Turner International India Pvt. Ltd. will launch Cartoon network Townsville and Planet POGO - two theme parks designed around its channels - in National Capital region.
• Sahara One Television has signed an MoU to source content from Spacetoon media Group, Middle East's largest kids' entertainment b rand for animation and live content.

Leading the kids' retail revolution is the apparel business, which accounts for almost 80% of revenue, with kids clothing in India following international trends. According to research firm KSA Technopak, the branded segment comprises $ 70.7 million of the total kids' apparel market-size of over $3 billion.

Self-Destructive Habits in India

From Jagdish Sheth's Blog :

Self Destructive habits of good companies -

1. Denial
2. Arrogance
3. Complacency
4. Competency Dependence
5. Competitive Myopia
6. Volume Obsession
7. The Territorial Impulse

'Is India as a nation likely to acquire some of the bad habits?
Is India's IT sector already showing signs of bad habits such as arrogance and complacency?
What should the leadership in Indian organizations do to avoid or break these habits?

In answer to the first two questions, yes, any large organization is at risk to fall into the pattern of bad habits. As I highlight in my book, these habits follow naturally from early successes.

As for the last question about what leaders can do, I would emphasize two important strategies:

• Leadership should constantly remind themselves and others to remain humble.
  
• Early successes cannot be taken for granted because of emerging competition from Eastern Europe, Vietnam and Latin America.

No 'kidding' !

Travelling by train, recently, I witnessed a little boy being coaxed into displaying his recitation skills by his beaming parents, sitting beside him. Indian parents in general find it rewarding to put up a show for any visiting folks, where the kid at home would be asked to display his various skill sets ranging from yoga poses to renditions of popular movie songs.

Partha Sinha, in his thought provoking article, 'Showcase Kids: An obsession with Indian parents' states,

'The Indian obsession of putting a child on display has its roots in the way we have culturally looked at our progeny. Children are new improved versions of the parent –– they don’t and can’t have an identity of their own. The expectation of ‘extended self’ is so much that most people don’t bother to make a pension plan. It’s almost a given that the child will take care of the parent because they are one and the same.

The display value has got nothing to do with the child––it’s got everything to do with their parents. Most metro urban professionals measure their success by two factors –– where do they live and which school their children go to. When the father, most probably taught in a vernacular medium, waxes eloquent about his child’s fees in a Cathedral or Bombay Scottish School, he isn’t talking of the child.'

It would be well for all Indian parents to read what Kahlil Gibran has to say on 'Children',

'Your children are not your children.
They are the sons and daughters of Life's longing for itself.
They come through you but not from you,
And though they are with you, yet they belong not to you.
You may give them your love but not your thoughts.
For they have their own thoughts.
You may house their bodies but not their souls,
For their souls dwell in the house of tomorrow, which you cannot visit, not even in your dreams.
You may strive to be like them, but seek not to make them like you.
For life goes not backward nor tarries with yesterday.'

Cartoon : http://www.manicksorcar.com

Posted by Prof.Ray Titus

Brand 'fancy'

Brand 'fancy'

Rural folk in India are now going the 'brand way'. Take the case of edible oils. According to the Processed Food and Agribusiness - Report by KPMG and FICCI, packaged products are preferred in the edible oil segment as rural consumers are increasingly becoming health conscious as well as brand-aware.

The annual consumption of edible oil in the country is currently about 110 lakh tonnes, 40 per cent of which is branded. While edible oil’s growth, in terms of consumption, is about 8 per cent, packaged oil is growing at 22 per cent.

The reasons behind rural folk joining the growing fold of 'brand consumers' is twofold. First, Brands help consumers be at ease when it comes to evaluations based on quality and other functional attributes. For brand conscious consumers these parameters are a taken as they assume that it would be rare that a brand defaults on such basic attributes. The second reason, is that brand purchases satiate 'aspirational impulses'. Every consumer wants to climb the aspiration ladder. Buying a brand is a sign that shows the consumer has 'arrived', more so for rural consumers.

Now that is not to say that brands will win, hands down. Brands have to customise to rural purchase patterns. In the case of edible oils, marketers targeting the rural folk have taken care to ensure that package sizes are reduced the fit the 'lower' purchasing power of rural folk who cannot afford the money to buy larger quantities at a time.

Pic : http://www.businessworldindia.com

Indian Retail Pie - present & future

Modern Retail in India - Share of categories (%)

1. Apparel - 35
2. Food & Grocery (F&G) - 17
3. Miscellaneous - 15
4. Consumer durables & Information Technology (CDIT) - 9
5. Footwear - 9
6. Jewellery & Watches - 7
7. Pharmacy - 4
8. Furniture - 3
9. Home Improvement - 1

Category share from Modern Retail to change -

1. F & G - 48
2. Misc. - 13
3. Apparel - 12
4. CDIT - 11
5. Home Improvement - 8
6. Furniture - 3
7. Footwear - 2
8. Jewellery & Watches - 2
9. Pharmacy - 1

Source - 4Ps/Technopak Analysis

Top selling cars in India

Top Models (in unit sales); September 2007

1. Maruti Alto - 20,332
2. Hyundai Santro - 12,990
3. Maruti Wagon R - 12,573
4. Tata Indica - 11,376
5. Maruti Swift - 7,623
6. Maruti Omni - 6,245
7. Maruti Zen Estillo - 5,688
8. Maruti 800 - 5,221
9. Toyota Innova - 4,324
10. Mahindra Bolero - 3,835

Source - Autocar India

TOO COOL

Dear all,

No postings on our Blog. It seems to be a bit too cool. I dont believe that all 72 of us have nothing original to post.

I am in Kerala till around mid Dec. Tele No is 09433019583.

Best wishes,

Col Prem Nair

Some Tips for Our Newly Appointed HR Managers from IIM C

How to Interview Candidates – Some Do’s & Don’t’s

Introduction:

Very often we see interviewee’s scratching their heads to find a way, as how they can crack an interview.

Get tensed
Take Coaching's
Speak to elders and experienced people
Take advices
Read Books, Magazines...wherever they find some information as how to crack an interview

They just don't want to leave any stone unturned in their preparation for the interview.

Have you ever seen an interviewer to prepare for an interview?

Many times, I have seen, many of the interviewer's don't even care to scan through the profiles/resumes of the candidates, before sitting "Across the Interview Table". Probably, they think that take interview is not a big-deal.

Many interviewers just ask the questions as it comes to their mind, without even knowing the purpose of those questions.

What do you think how many interviews you can take in one day? If properly conducted, even if you are recruiter and hiring people for entry level positions…you can not take more than 35 interviews in a working day of 10 hours.

If you are taking more than 35 interviews…then I am sorry, you are not taking interviews but just making a fool of yourself and misrepresenting your organization.

Taking interview is an art and not everybody can take interviews. In this write-up we will try to explore this art for the benefit of readers.

You can read the complete article at: http://ezinearticles.com/?Art-of-Taking-Interviews:-Benchmarking- Interviews&id=387427

Let's make a beginning

An interview is a conversation between two or more people where questions are asked to obtain information about the interviewee.

Interviews can be divided into two rough types :

1. Interviews of assessment
2. Interviews for information.

So, do you think that you can take an interview of a person having more than 10 years of experience? I don't think so. If a person is having more than 10 years of functional experience than you are just belittling his image, expertise and stature by taking his interview. At that level, it can only be discussion or interaction for mutual growth and benefit.

I have seen in some of the companies Fresher (People with less than 2 years of experience) taking an interview of a person for the position of HR-Manager (with experience of 6+ Years).

Here I like to share one incident/case. ( Case Study: A Great Company plus a Great Recruitment Consultancy Firm...And A Great Goof-up; Link: http://ezinearticles.com/?Case-Study:-A-Great-Company-Plus-A-Grea t-Recruitment-Consultancy-Firm...And-A-Great-Goof&id=291674)

As I have said earlier in my write-up "Employee Retention Process and Your Marriage" (Link: http://ezinearticles.com/?Employee-Retention-Process-and-Your-Mar riage&id=368554) that recruitment is a first step towards the retention of an employee. You are marketing your company.

First Step: Before Starting the Interview

Prepare for the interview: Take some time to go through the profile of the candidate. Try to understand his role and also prepare a list of questions that you like to ask.
Schedule your time. Don't give same time to more than one person.
Start the interview on time. If you think that you will not be able to start the interview on specified time then inform the candidate. Even if you have informed the candidate about the expected delay…apologize before you start the interview.

Environment for the Interview

Don't take interview at a place, which is either too noisy or too congested.
If possible, put a tag "Do not disturb "outside your cabin or room.
Ensure that the lights are proper and the person sitting there is comfortable.
Record the proceedings of the interview. If you have voice recorder, that will be excellent but if you don't have…then write in down.

Begin the Interview

The candidate might think…Who are you to take my interview?

1. Introduce yourself.
2. Your Name
3. Your Designation
4. Your Total Experience
5. A brief about your role in the organization
6. Since how long you have been associated with your present organization.

Introduce the company that you are representing. How big is the company? What are the various interests and businesses of the company? How it has grown in last 3-5 years? What was profit after tax…in the last financial year? What are the future growth plans of the organization?

Discuss about the profile/job opening for which you are interviewing the person sitting opposite to you.

Specify the qualities and knowledge level that you are looking for.

Also, care to inform him…why his resume has been short listed.

What will be the Recruitment Process that you are going to follow?

Lastly, approximately how many days will it take to close the position?

Discuss about the career growth of the position for which you are taking the interview.

What are the growth prospects? Don't make false commitments.

Now, smartly put the ball in his court by asking him to give a brief about his family, followed by his education.

Start asking the questions about his present job and then move to the previous assignment or job.

Concentrate on following things:

1) His role

2) His span of control

3) Organizational Hierarchy

4) Major achievements in that particular job/ role.

5) Major Challenges that he has faced in his present job; in his career; in his life

6) Why he want to change his job and why he has changed his jobs in past?

Appreciate him, when he discusses about his achievements. Make him comfortable and provoke him to speak as much as he can.

Ask him about his strengths and his personal achievements.

Don't forget to ask him about his goals, aspirations…where he sees himself in next 5-6 years. What is his purpose in life? What are his dreams?

Closing the interview

Tell the candidate that it was a pleasure to talk to him and you are through with the interview, however, if he have any question; if he want ask or know anything…he can do that.

Tell him that someone from your team will get in touch with him for future course of action.

You can read the complete article at: http://ezinearticles.com/?Art-of-Taking-Interviews:-Benchmarking- Interviews&id=387427

Conclusion

During the interview…don't frown at him. Carry a smiling face. In that interview cabin…you are trying to sell the vision of your company; the policies and procedures. Once the candidate is out from the interview cabin, he will be doing an advertisement for your company…Good or bad…choice is yours.

Taking an interview as an Art; if you are expert, you can literally take anybody's interview.

For me the purpose or outcome of the interview should be, "Doesn't matter whether I select the candidate or not; doesn't matter if he joins me or not; but we should be able to stay in touch with each other". That should be the impact he should have; that should be the impression that he should carry with him; that should be the pleasure he should be able to draw from that interaction.

Remember, while taking interviews...you are actually an unofficial ambassador of your company; you are representing your company; you are creating an image for your company and you are building a brand for your company. Doesn't matter whether you select that person or not...unknowingly you are doing an advertisement for your company.

If you are able to represent your company is a proper and professional manner he might join your company...if not now....might be in future. He might recommend you in his company or in his contacts but if handled in an unprofessional manner...he will not join your company and will tell others in his circle to not to join your company.

I am sure, you will like this write-up. Do share your views.

Keep Smiling. Keep Learning and Keep Growing.

Posted by The Headhunter Story