Skip to main content

The Reflective Mind-Set

The Reflective Mind-Set:


In context of the managerial skills a person could possess, the world of management begins within mind inside. It is vital for a manager how to manage himself first. He needs to imbibe the essence and theme of the successful traits. from very simplest, easy to go environment to hard and complex circumstances, neither desirable to effective management. Old aggressive style and harsh disciplinary approach now need to put into halt. Manager has to raise his mental capabilities and skills inside to cope up with. A very clear and delicate line of demarcation exists between happenings of life and experience, a deep, thorough and effective thought converts simple happenings into experience. The state of manager mind should be just like that it acts merely not like a receiver, not to let anything everything in but to send something out as well. A two way strategy. Whatever he faces in his everyday life, from easy to complex ideas, negative to positive aspects, favorable to undesirable event , it must be manipulated in mind and extracted into his actions. In fact a person is daily come across with some happenings either good or bad … happening comprises of two things, a Stimulus which triggers someone to perform a particular Action. But a good manager takes further steps and outdo by putting a thinking cap over his head to make this happening a wonderful experience and transmitting into his actions. Furthermore, manager has to keep a dual vision, not only forward thinking but a space for remote history too. The steps of advancement must be taken in the light of intermingled forward and backward approach.
 The world of management in his hands if he steps on the ladder of meaningful open communication with his mind accompanying imaginative prospect and solidify in right directed action.

 - Atif Ali Asif -

Comments

Post a Comment

Popular posts from this blog

HR Metrics- Gary Dessler

- Absence Rate: [(Number of days absent in month) ÷ (Average number of employees during mo.) × (number of workdays)] × 100 - Cost per Hire: (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) ÷ Number of Hires - Health Care Costs per Employee: Total cost of health care ÷ Total Employees - HR Expense Factor: HR expense ÷ Total operating expense - Human Capital ROI: Revenue − (Operating Expense − [Compensation cost + Benefit cost]) ÷ (Compensation cost + Benefit cost) - Human Capital Value Added: Revenue − (Operating Expense − ([Compensation cost + Benefit Cost]) ÷ Total Number of FTE -Revenue Factor: Revenue ÷ Total Number of FTE -Time to fill: Total days elapsed to fill requisitions ÷ Number hired -Training Investment Factor: Total training cost ÷ Headcount -Turnover Costs: Cost to terminate + Cost per hire + Vacancy Cost + Learning curve loss -Turnover Rate: [N...
Post a Comment
Read more

The science of assessment

A skill is defined as the speed of accessing the subconscious memory to follow the instructions of the brain without any hindrance of the conscious brain to perform an activity is called a skill.                         There are two types of quotients that are crisp in a definition and separately measurable through basic gauges. One is the conscious brain and sends off the subconscious brain. IQ and EQ are quotients of the conscious brain.  The science of assessment lies in calibrating which quotients is you working on, to begin with. Knowledge sense or skill resides in totally different parts of the brain. Knowledge can only be tested through testing memory. Which schools do by taking exams. That's why kids are not functional human beings when they come out of school. Conscious Memory doesn't at all contribute to any skill. And mostly it's the skill part that...
Post a Comment
Read more

What skills and training would any of you deem essential for a trainer? I.e. qualifications, skills, training for a trainer, certifications, etc. (Maybe we can derive a general common list out of this)?

My personal opinion is that a trainer should be   strong in practicing empathy and problem solving skills so that they can identify and understand the 'actual problem that's there' and have a 'solution that's relevant to the participants and their reality'. This has always dictated my homework/preparation and content development process and has helped me create engagement during the sessions too even when my public speaking skills are 'just average' and I've seen more certified trainers and excellent public speakers struggling with engagement or/and staying relevant.  Companies mostly don't invest much in post training anchoring of   behavior change that in my opinion impacts the long term results. And without that I personally believe that no training can bring a behavior change in the long term.  There's an excellent book called 'know can do' on this that I would say all trainers must read.
Post a Comment
Read more