trainers_forum : Messages : 32614-32643 of 43174

Share these gifts

The Gift of Love - May you find love in your family and your friends. And may you share the love you have to give. When you share your love, it comes back to you in many forms.

"Love is a fruit in season at all times, and within the reach of every hand."
Mother Teresa.

The Gift of Laughter - May laughter fill your home, relieve your stress, and strengthen your friendships. Do not let a day go buy without laughing; it is good for your health.

"Laughter is a tranquilizer with no side effects." Arnold Glasow.

The Gift of Living Each Day to The Fullest - Every day is a gift, and may you use this gift by living life to the fullest. You will never have this day again. What will you do with it?

"Yesterday is history. Tomorrow is a mystery. And today? Today is a gift. That's why we call it the present." Babatunde Olatunji

The Gift of Not Worrying - May your days be worry-free. If you find yourself worrying about something then fix it. If it is beyond your control, then there is no sense in worrying about it. 90% of what you worry about will never happen, so why worry!

"I've seen many troubles in my time, only half of which ever came true."
Mark Twain.

The Gift of Positive Thinking - May you find the good in all situations, even if you have to look for it - look because it is there. No matter what happens in your life, find the good. Your life will be a happier one.

"Every problem has a gift for you in its hands." Richard Bach.

The Gift of Balance in Your Life - May you find the balance of life, time for work but also time for play. Too much of one thing ends up creating stress that no one needs in their life.

"Live a balanced life - learn some and think some and draw and paint and sing and dance and play and work every day some." Robert Fulghum.

The Gift of Goal Setting - May all your dreams turn into goals. Goals will help you accomplish things you may have thought impossible.

"If you have a goal in life that takes a lot of energy, that requires a lot of work, that incurs a great deal of interest and that is a challenge to you, you will always look forward to waking up to see what the new day brings." Susan Polis Schultz.

"If we understand and don't do,
it means that we don't understand
Vikramaditya Duggal
Professor - HR

Administrative Staff College of India
Hyderabad
098485 97318
Mail:viduggal@...
viduggal@...
Blog: http://living-life-by-choice.blogspot.com

#32615

From: Sonali K <sonalik.98@...>
Date:: Thu Jul 1, 2010 5:11 am
Subject:: Re: [Trainers Forum] On My Being a Trainer

sonalik_98

Hello All,

I think it is only appropriate that we all behave like good professionals and adults and stop mailing any further on the original post by Mr. Vijay Kumar.� The discussion is withdrawn and I am sure each one of us feel very strongly about our professions.� Let us hold that respect for ourselves and our work.

Happy training to all of us !!

Regards,
Sonali Karandikar
IBM India Pvt Ltd.(Pune)

On Wed, Jun 30, 2010 at 6:45 PM, vijay batra <veekaybatra@...> wrote:

�

Dear Vijay,

This step of yours is unwarranted. Respect all views, deflect those which are not acceptable to you. You will agree that effective communication is not what you want to say but what the reciepient percieves.

�

Its a very vibrant forum, enjoy the views of others as they will enrich you about the prevalent thoughts on various subjects in the society and our participants are from the same society with the same thoughts.

�

Hope you are with me,

Cheers

Col(Retd) Vijay Batra,SM

Bangalore

Mob-9900265542

From: Vijay Kumar <vijnamb@...>
To: satish nair <satishsnair@...>
Cc: Ajit K. Kamath-WizTalks India <ajitkkamath@...>; trainers_forum@...
Sent: Wed, 30 June, 2010 1:00:45 AM
Subject: Re: [Trainers Forum] On My Being a Trainer

�

Dear friends,

�

My original post here was meant to generate a professional discussion from the forum members on the way the larger aspects of human development process in the changing world is being missed out at familial, institutional and organisational levels and the way human development professions like teaching and training are becoming, as per my observation, unattractive for most people who are actually capable of making positive contributions into this process. The extract from my post as given below was meant to make this concern of mine clear.

�

Extract - �The time ahead, especially for Indian society, is that of transformation of people and the often self-defeating social / organisational environment they exist in, in the forms of families, educational institutions and workplaces. The said transformation has to take place only through people who are capable of dealing with this human process. In�India, most educational institutions are starved of capable teachers and trainers and yet not many would like to venture into these fields mainly because of the relatively poorer rewards they are likely to get from them. Hardly any organisation has training, human development and organisational development as a strategic business element in its development philosophy.�

�

I feel some of the respondents have missed the above totally and have taken off on a tangent, riding on their own convenient presumptions (and not on what I have actually tried to convey). I deeply regret that my post provided subtle marketing opportunities to some of them wherein they tried to promote their training programmes directly or their business contact information through the signature fields bearing the details.

�

I withdraw my topic, even at the risk of my being condemned as a person who could not face criticism, because I strongly feel that under the given circumstances, a decent, professional and intellectually stimulating discussion on it is not possible.

�

Regards,

�

Vijay Kumar

On Tue, Jun 29, 2010 at 10:04 AM, satish nair <satishsnair@ yahoo.com> wrote:

Hi,

�

The� key� issue� here� is that� in most cases:

�

1. People are not able� to make themselves an� object of� interest. Too� often, they�� offer� commodity services, unable� to differentiate� themselves. In most cases, I am pretty� sure� they� would not be� able to convince� themselves of�the� benefits� of�� thier service , forget the� client.

�

2. They� are� interested� in�making�� a sale� in the first� meeting. However� are�� unwilling to develop a� relationship� that� puts�"value on the table"� to the� client.

�

3. An inability� to speak� conceptually� which means an inability� to� construct�a��service� using� examples, anecdotes, understanding of� status� quo�etc.Intead�� adopting a�"twice� in a week� follow up strategy". This is�� bound to� irritate�� anyone especially senior� management� since� you havent� established peer� equity� wth them.

�

�

I� conduct� courses� on� initial approach,� objection� overcoming, negotation skills, value based�� pricing etc, in addition to consulting� on varied� aspects of business developmement, marketing, customer service, change� management and program management.��If anyone�is� interested, you� could� reach out to me� on my cell�� number listed below.

�

�

�

�

Regards,

�

Satish S. Nair

�

098201 49538

�

From: Ajit K. Kamath-WizTalks India <ajitkkamath@ yahoo.com>
To: vijnamb <vijnamb@gmail. com>; trainers_forum@ yahoogroups. co.in
Sent: Mon, June 28, 2010 4:08:32 PM
Subject: Re: [Trainers Forum] On My Being a Trainer

�

Dear Vijay Kumar,

Welcome to the other side!!! ... and it is not as green as it looked!

My opinion on your thoughts:
1.�� I see many like you every month and have nothing to offer to you guysa.
This is happening because of the 'Business Development' guys appointed by the Training Companies. Targets, pressures and "business goals" are making the marketing guys "pester" the HR for business. They virtually follow-up every week. The strategy is get a meeting and then sell.
b. Due to the above the freelancers have to also 'be in touch (market)' on a regular basis ... "out of sight, out of mind".
Therefore I'm not surprised at this attitude. This is bound to happen to anyone on the other side of aggressive follow-ups. However I'm worried that if this continues, the HR will consider Trainers a "pain" and may start avoiding them. My fear is that this has already started.

2. I don't think you can impress the trainees who are young, bubbly and raring to go! How do you think you can match their experiences of the video games with shock and awe in your training programmes?

Presently, I haven't experienced this statement. Usually youngsters have recommended my programs and therefore I suppose, gets taken care of. Plus if one can put up some videos on your blog showing their methodology then the client can check whether the trainer would connect to young audiences. This statement is used generally when a Trainer looks elderly and the trainers energy during the meeting is low.

Oh, - you don't have certifications and international modules
I have answered this question in detail in my previous post in the forum and also posted on my blog www.wiztalks. blogspot. com.

Actually I am not interested in hearing what you are talking about, but I am sitting with you out of sheer courtesy
This happens with all consultants / and possibly with other service professionals too. Can we avoid this? The positive side is that at least they are meeting us whereas I know many HR Heads not willing to meet and discuss with Trainers at all. Your meetings may be due to the respect to your military background.

What will I do if you start training our people? In any case the owners are happy the way our people are and they don't want to spend money on time-wasters like training!
I don't think the HR really thinks like this. The industry does think that training is important and does enhance their people behaviour. What you mention could be true about 10 years back but today I see that they consider L&D important. They may not like particular trainers (for their own reasons) and therefore may say this but I haven't faced this much.
However a few PSU's I have met, have had this attitude but this is more so because the person in HR comes to the position as a transfer and some of them feel that this is more like a punishment and/or transition posting. On the other hand, few PSU's are quite progressive in their attitude towards training.
I today even see SME's (the younger owners) asking for training.

I surely don't agree with the last part of the email. In fact I have companies calling me to conduct workshops and HR Heads / Owners discussing intricate people issues too. Even educational instituations having been regularly calling us for lecturing / training assignements and I have a situation where I have had to say "no" to few colleges etc.

What has changed is that today most of the clients have been aware of 'training standards' and go by the learner "feedback" (reaction sheet as well as a discussion with the participant) and if the training has been effective they will surely want the same trainer / company to deliver.

What becomes difficult for new trainers (or 'come back' trainers) is that the companies may not be willing to experiment with someone new when they already have someone doing� great transfer of learnings. The other fear that they may have with come-back trainers is that what if they give an assigment to such trainers and in the meantime this person once again takes up a full-time employment somewhere... . what happens to their scheduled training?

�

Warm regards

Ajit

Ajit K. Kamath
| Sr. Trainer & Director | WizTalks India | +91 98203 58330 | ajitkamath@wiztalks .com |
| Presentation Skills | Team Building | Effective Communication Skills | Leadership Development�|� Personal Visioning & Time Management�| Train The Trainers | Customer Service | Personality Enhancement | Dramatics & Narration Techniques | Strategic Leadership Communication through Story Telling |

I blog on www.wiztalks. blogspot. com
Connect on linkedin www.linkedin. com/in/ajitkamat h

From: vijnamb <vijnamb@gmail. com>
To: trainers_forum@ yahoogroups. co.in
Sent: Sat, 26 June, 2010 9:51:56 PM
Subject: [Trainers Forum] On My Being a Trainer

�

Dearfriends,

I thoughtof venting out a bit of cynicism through this post, hoping that some of myfellow forum members would express their reaction (either way) on what I haveto write. After my relatively shorter military service followed by various stintsin the corporate world including in some so called "top" level positions in HR,I returned recently to training and organisational development (OD), as inbetween, about ten years ago I had started a training and OD set up and havedone quite a few indoor and outdoor training programmes and workshops for manycorporate organisations so far. On the other hand, my set up has also done somesignificant OD works in some well-known organisations. This time around (aftermy current return to focussed OD and training activities) I am getting into astate of unexplainable discomfiture on facing the reactions of some of thelearning and development / HR brass of our clients, when I introduce myself asa trainer. What I often pick up from the conversations with them, appear to meto be conveying (though subtly) that,-

I see many like you every month and have nothing to offer to you guys

I don't think you can impress the trainees who are young, bubbly and raring to go! How do you think you can match their experiences of the video games with shock and awe in your training programmes?

Oh, - you don't have certifications and international modules

Actually I am not interested in hearing what you are talking about, but I am sitting with you out of sheer courtesy

What will I do if you start training our people? In any case the owners are happy the way our people are and they don't want to spend money on time-wasters like training!

…and manysimilar feelings!

The timeahead, especially for Indian society, is that of transformation of people andthe often self-defeating social / organisational environment they exist in, inthe forms of families, educational institutions and workplaces. The said transformationhas to take place only through people who are capable of dealing with thishuman process. In India, most educational institutions arestarved of capable teachers and trainers and yet not many would like to ventureinto these fields mainly because of the relatively poorer rewards they arelikely to get from them. Hardly any organisation has training, humandevelopment and organisational development as a strategic business element inits development philosophy. Most people and organisations shy away from thehuman development / organisational development initiatives as if otherwise theirinner deficiencies would get exposed (like how people with severe mentalproblems avoid going to a psychiatrist or a psychologist, maintaining the falsebelief - "I am OK, as always").

In mylatest meeting with the head of HR / training / OD of a large organisation, Iavoided giving an impression that I am a trainer. With this approach, this timeI felt that I could maintain my self-esteem slightly better during theconversations. On my return journey from that meeting, my inner self kept promptingto me – "drop the trainer bit from your personal profile". I may not succeed indoing so. But, I feel sad about the fact that this thought crept into me!

Regards,

Vijay Kumar

--
Sonali Karandikar
+91 9820144877

Reply | Messages in this Topic (14)

#32616

From: anurag.anurag@...
Date:: Thu Jul 1, 2010 5:56 am
Subject:: Looking for a worldclass program on Communication/Presentation/Public Speaking Skills for Top Management

garuna50

Dear Friends,

I am looking for a worldclass program on Communication/Presentation/Public Speaking Skills for Top Management,
Pl suggest if you know a training expert or vendor who can deliver the above cited program this should include video recording based feedback and post program followthru.

Regards,

Anurag
Head L&D
Airtel - NSG
09919997143

This e-mail and any files transmitted with it are for the sole use of the intended recipient(s) and may contain confidential and privileged information. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies and the original message. Any unauthorized review, use, disclosure,dissemination, forwarding, printing or copying of this email or any action taken in reliance on this e-mail is strictly prohibited and may be unlawful. The recipient acknowledges that Bharti Airtel Limited or its subsidiaries and associated companies(collectively "Bharti Airtel Limited"),are unable to exercise control or ensure or guarantee the integrity of/overthe contents of the information contained in e-mail transmissions and further acknowledges that any views expressed in this message are those of the individual sender and no binding nature of the message shall be implied or assumed unless the sender does so expressly with due authority of Bharti Airtel Limited. Before opening any attachments please check them for viruses and defects.

Reply | Messages in this Topic (2)

#32617

From: Vijay Kumar <vijnamb@...>
Date:: Thu Jul 1, 2010 6:28 am
Subject:: Re: [Trainers Forum] On My Being a Trainer

vijnamb

Since I received three mails addressed to me directly, I feel that I need to reply them before winding up on the topic. The replies are as under:

�

Dear Satish,

�

I do not have any comment on your comment on Ajit�s comment. As regards the marketing angle, the moderator of this group and the members of the forum may be in a better position to judge its ethicality. Thanks for offering to talk to me over the phone which I will do soon, once the dust here settles down.

�

Dear Ajit,

�

The clarification you are seeking is like this � I sought the reactions of my fellow forum members on the topic (which centered around the current plight of human development professionals like teachers and trainers and not on which type of trainers / training firms are successful and which type are not), hoping that the discussion would revolve around the core issues of the future of human development and people�s attitude towards it in India. What I could gather from your mail is that you have presumed certain conditions (like the pestering trainers and the annoyed HR people) to prove your points which in my case were not prevailing. Now making my personal position on HR clearer - I have headed the HR functions of two large multi-location (pan India as well as global) organisations with 4000 and 6000 people, as VP HR and Chief People Officer respectively, in turn, till recently. Being fundamentally an HR professional, I would be the last person to put HR function in any negative perspective intentionally. I had always been trying to propagate the inescapable significance of people function (HR) in organisations. But I still stand by my statement that some of the learning and development / HR brass of organisations are not alive to the changing face of people development and the need for aligning people function with the business activities of the organisations, which has been putting question marks on the credibility of HR function itself in some organisations I know of. This is not my personal view point alone, but one which has been discussed in many forums and the media. The June 2010 edition of �Indian Management� which is focusing on people management is worth reading in the context of what we are trying to discuss.

�

As regards the marketing angle, I leave the judgment on using business details in the signature block etc. of the posts to the moderator and the members of our forum. My personal view is that we are here in this forum as individual professionals and not as members / owners of businesses. We should be dealing with it only as such, avoiding business goals, even subtly.

�

Dear Col. Batra,

�

Thanks for the mail. I began this discussion anticipating reactions either way, because I was open and willing to accept criticisms. But what I failed to anticipate was the way the discussion has taken off on a tangent which literally killed the purpose that I envisaged. I felt that neither taking positions and standing by it harshly with a fighting spirit nor engaging in self-gratification is professional discussion. Hence my current predicament!

�

Regards,

�

Vijay

On Thu, Jul 1, 2010 at 10:41 AM, Sonali K <sonalik.98@...> wrote:

Hello All,

I think it is only appropriate that we all behave like good professionals and adults and stop mailing any further on the original post by Mr. Vijay Kumar.� The discussion is withdrawn and I am sure each one of us feel very strongly about our professions.� Let us hold that respect for ourselves and our work.

Happy training to all of us !!

Regards,
Sonali Karandikar
IBM India Pvt Ltd.(Pune)

On Wed, Jun 30, 2010 at 6:45 PM, vijay batra <veekaybatra@...> wrote:

�

Dear Vijay,

This step of yours is unwarranted. Respect all views, deflect those which are not acceptable to you. You will agree that effective communication is not what you want to say but what the reciepient percieves.

�

Its a very vibrant forum, enjoy the views of others as they will enrich you about the prevalent thoughts on various subjects in the society and our participants are from the same society with the same thoughts.

�

Hope you are with me,

Cheers

Col(Retd) Vijay Batra,SM

Bangalore

Mob-9900265542

From: Vijay Kumar <vijnamb@...>
To: satish nair <satishsnair@...>
Cc: Ajit K. Kamath-WizTalks India <ajitkkamath@...>; trainers_forum@...
Sent: Wed, 30 June, 2010 1:00:45 AM
Subject: Re: [Trainers Forum] On My Being a Trainer

�

Dear friends,

�

My original post here was meant to generate a professional discussion from the forum members on the way the larger aspects of human development process in the changing world is being missed out at familial, institutional and organisational levels and the way human development professions like teaching and training are becoming, as per my observation, unattractive for most people who are actually capable of making positive contributions into this process. The extract from my post as given below was meant to make this concern of mine clear.

�

Extract - �The time ahead, especially for Indian society, is that of transformation of people and the often self-defeating social / organisational environment they exist in, in the forms of families, educational institutions and workplaces. The said transformation has to take place only through people who are capable of dealing with this human process. In�India, most educational institutions are starved of capable teachers and trainers and yet not many would like to venture into these fields mainly because of the relatively poorer rewards they are likely to get from them. Hardly any organisation has training, human development and organisational development as a strategic business element in its development philosophy.�

�

I feel some of the respondents have missed the above totally and have taken off on a tangent, riding on their own convenient presumptions (and not on what I have actually tried to convey). I deeply regret that my post provided subtle marketing opportunities to some of them wherein they tried to promote their training programmes directly or their business contact information through the signature fields bearing the details.

�

I withdraw my topic, even at the risk of my being condemned as a person who could not face criticism, because I strongly feel that under the given circumstances, a decent, professional and intellectually stimulating discussion on it is not possible.

�

Regards,

�

Vijay Kumar

On Tue, Jun 29, 2010 at 10:04 AM, satish nair <satishsnair@ yahoo.com> wrote:

Hi,

�

The� key� issue� here� is that� in most cases:

�

1. People are not able� to make themselves an� object of� interest. Too� often, they�� offer� commodity services, unable� to differentiate� themselves. In most cases, I am pretty� sure� they� would not be� able to convince� themselves of�the� benefits� of�� thier service , forget the� client.

�

2. They� are� interested� in�making�� a sale� in the first� meeting. However� are�� unwilling to develop a� relationship� that� puts�"value on the table"� to the� client.

�

3. An inability� to speak� conceptually� which means an inability� to� construct�a��service� using� examples, anecdotes, understanding of� status� quo�etc.Intead�� adopting a�"twice� in a week� follow up strategy". This is�� bound to� irritate�� anyone especially senior� management� since� you havent� established peer� equity� wth them.

�

�

I� conduct� courses� on� initial approach,� objection� overcoming, negotation skills, value based�� pricing etc, in addition to consulting� on varied� aspects of business developmement, marketing, customer service, change� management and program management.��If anyone�is� interested, you� could� reach out to me� on my cell�� number listed below.

�

�

�

�

Regards,

�

Satish S. Nair

�

098201 49538

�

From: Ajit K. Kamath-WizTalks India <ajitkkamath@ yahoo.com>
To: vijnamb <vijnamb@gmail. com>; trainers_forum@ yahoogroups. co.in
Sent: Mon, June 28, 2010 4:08:32 PM
Subject: Re: [Trainers Forum] On My Being a Trainer

�

Dear Vijay Kumar,

Welcome to the other side!!! ... and it is not as green as it looked!

My opinion on your thoughts:
1.�� I see many like you every month and have nothing to offer to you guysa.
This is happening because of the 'Business Development' guys appointed by the Training Companies. Targets, pressures and "business goals" are making the marketing guys "pester" the HR for business. They virtually follow-up every week. The strategy is get a meeting and then sell.
b. Due to the above the freelancers have to also 'be in touch (market)' on a regular basis ... "out of sight, out of mind".
Therefore I'm not surprised at this attitude. This is bound to happen to anyone on the other side of aggressive follow-ups. However I'm worried that if this continues, the HR will consider Trainers a "pain" and may start avoiding them. My fear is that this has already started.

2. I don't think you can impress the trainees who are young, bubbly and raring to go! How do you think you can match their experiences of the video games with shock and awe in your training programmes?

Presently, I haven't experienced this statement. Usually youngsters have recommended my programs and therefore I suppose, gets taken care of. Plus if one can put up some videos on your blog showing their methodology then the client can check whether the trainer would connect to young audiences. This statement is used generally when a Trainer looks elderly and the trainers energy during the meeting is low.

Oh, - you don't have certifications and international modules
I have answered this question in detail in my previous post in the forum and also posted on my blog www.wiztalks. blogspot. com.

Actually I am not interested in hearing what you are talking about, but I am sitting with you out of sheer courtesy
This happens with all consultants / and possibly with other service professionals too. Can we avoid this? The positive side is that at least they are meeting us whereas I know many HR Heads not willing to meet and discuss with Trainers at all. Your meetings may be due to the respect to your military background.

What will I do if you start training our people? In any case the owners are happy the way our people are and they don't want to spend money on time-wasters like training!
I don't think the HR really thinks like this. The industry does think that training is important and does enhance their people behaviour. What you mention could be true about 10 years back but today I see that they consider L&D important. They may not like particular trainers (for their own reasons) and therefore may say this but I haven't faced this much.
However a few PSU's I have met, have had this attitude but this is more so because the person in HR comes to the position as a transfer and some of them feel that this is more like a punishment and/or transition posting. On the other hand, few PSU's are quite progressive in their attitude towards training.
I today even see SME's (the younger owners) asking for training.

I surely don't agree with the last part of the email. In fact I have companies calling me to conduct workshops and HR Heads / Owners discussing intricate people issues too. Even educational instituations having been regularly calling us for lecturing / training assignements and I have a situation where I have had to say "no" to few colleges etc.

What has changed is that today most of the clients have been aware of 'training standards' and go by the learner "feedback" (reaction sheet as well as a discussion with the participant) and if the training has been effective they will surely want the same trainer / company to deliver.

What becomes difficult for new trainers (or 'come back' trainers) is that the companies may not be willing to experiment with someone new when they already have someone doing� great transfer of learnings. The other fear that they may have with come-back trainers is that what if they give an assigment to such trainers and in the meantime this person once again takes up a full-time employment somewhere... . what happens to their scheduled training?

�

Warm regards

Ajit

Ajit K. Kamath
| Sr. Trainer & Director | WizTalks India | +91 98203 58330 | ajitkamath@wiztalks .com |
| Presentation Skills | Team Building | Effective Communication Skills | Leadership Development�|� Personal Visioning & Time Management�| Train The Trainers | Customer Service | Personality Enhancement | Dramatics & Narration Techniques | Strategic Leadership Communication through Story Telling |

I blog on www.wiztalks. blogspot. com
Connect on linkedin www.linkedin. com/in/ajitkamat h

From: vijnamb <vijnamb@gmail. com>
To: trainers_forum@ yahoogroups. co.in
Sent: Sat, 26 June, 2010 9:51:56 PM
Subject: [Trainers Forum] On My Being a Trainer

�

Dearfriends,

I thoughtof venting out a bit of cynicism through this post, hoping that some of myfellow forum members would express their reaction (either way) on what I haveto write. After my relatively shorter military service followed by various stintsin the corporate world including in some so called "top" level positions in HR,I returned recently to training and organisational development (OD), as inbetween, about ten years ago I had started a training and OD set up and havedone quite a few indoor and outdoor training programmes and workshops for manycorporate organisations so far. On the other hand, my set up has also done somesignificant OD works in some well-known organisations. This time around (aftermy current return to focussed OD and training activities) I am getting into astate of unexplainable discomfiture on facing the reactions of some of thelearning and development / HR brass of our clients, when I introduce myself asa trainer. What I often pick up from the conversations with them, appear to meto be conveying (though subtly) that,-

I see many like you every month and have nothing to offer to you guys

I don't think you can impress the trainees who are young, bubbly and raring to go! How do you think you can match their experiences of the video games with shock and awe in your training programmes?

Oh, - you don't have certifications and international modules

Actually I am not interested in hearing what you are talking about, but I am sitting with you out of sheer courtesy

What will I do if you start training our people? In any case the owners are happy the way our people are and they don't want to spend money on time-wasters like training!

…and manysimilar feelings!

The timeahead, especially for Indian society, is that of transformation of people andthe often self-defeating social / organisational environment they exist in, inthe forms of families, educational institutions and workplaces. The said transformationhas to take place only through people who are capable of dealing with thishuman process. In India, most educational institutions arestarved of capable teachers and trainers and yet not many would like to ventureinto these fields mainly because of the relatively poorer rewards they arelikely to get from them. Hardly any organisation has training, humandevelopment and organisational development as a strategic business element inits development philosophy. Most people and organisations shy away from thehuman development / organisational development initiatives as if otherwise theirinner deficiencies would get exposed (like how people with severe mentalproblems avoid going to a psychiatrist or a psychologist, maintaining the falsebelief - "I am OK, as always").

In mylatest meeting with the head of HR / training / OD of a large organisation, Iavoided giving an impression that I am a trainer. With this approach, this timeI felt that I could maintain my self-esteem slightly better during theconversations. On my return journey from that meeting, my inner self kept promptingto me – "drop the trainer bit from your personal profile". I may not succeed indoing so. But, I feel sad about the fact that this thought crept into me!

Regards,

Vijay Kumar

--
Sonali Karandikar
+91 9820144877

Reply | Messages in this Topic (14)

#32618

From: "k.r ravi" <createravi@...>
Date:: Thu Jul 1, 2010 11:23 am
Subject:: learning creativity from crooks

createravi

K.R.RAVI
WWW.KRRAVI.COM

           CREATIVITY FROM CROOKS

               It may not readily appeal to us –this idea that we could learn
innovative thinking from crooks.      I believe we could take a leaf from how
crooks operate and use these same ideas to do ethical things.
               I was prompted to think along these lines when I had to perforce 
dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through
Bihar.He had been told that the region the train travelled through was notorious
for robbers  . Since he had to carry a large sum of cash he was fearful.As bad
luck would have it he noticed that one of his co- passengers sported a huge
moustache and looked menacing.As the rich man settled to sleep at nightfall he
knew that he had to summon all the wit at is command to emerge unscathed by
morning.
              The next morning the menacing co-passenger looked sheepish and
could   not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man  as he got down at  his
destination. ' I hid it below your pillow' said the man to an astonished  would
be robber.
                The second instance of creativity in action comes from a true 
story  that is   making headlines in the Bangalore media and maybe in other
parts of India too.
                     I refer to the raging controversy  about the Bellary Mining
lobby. It seems that these miners received rights to mine in Karnataka.
Everything seemed fine till someone discovered that the miners dug deepin
Karmataka  and then horizontallly into acres of mineral rich  land in –hold
your breath—a neighbouring state !! Had the miners not made so many political
enemies this 'creative'  activity could have gone on for decades.
                Now my uncontrollable imagination tells me that such creative
thinking could be used to solve some problems.
          Let's look at the crisis that a state like Orissa faces. This state is
blessed with abundant minerals like iron ore, bauxite , chromium  ore etc. In
most cases these minerals are situated on  forest lands held by tribals for
several  thousand years and they are obviously most reluctant to leave these
lands   parts  of which they consider to be Holy. This impasse means that
minerals remain untapped, the tribals are poor the state is among India's
poorest.
             Can we take a leaf out of the book of  our innovative miners in 
Karnataka and hand over land adjacent to the forests and permit industrialists 
to mine horizontally into tribal forest  lands !?
              Taking this thought   process forward I suggest some  ideas to
counter the tendency in states like Tamilnadu and Maharashtra to replace English
names with  names of local heroes .In many cases local residents resent such
name changes. In  Chennai for instance the unpronouncable  name of
GOBICHETTYPALAYAM  THANIKACHALAM PERINAYAGAM  was suggested for a street .Can
you blame the residents for expressing outrage?
  'What a contrast from  James Street !'was a reaction from one resident.
                     Now I have a 'creative' suggestion .In every instance where
a street is sought  to be renamed the law should require that one  kutcha road 
in the city MUST be  made pukka or one ill lit street MUST be well lit.
                What kind of creative  lessons  can we ,learn  from  the
moustached  bad man-rich man story.
                   I  cannot do better than narrate this true story that happened
a few months ago.
                                 Two executives of a private airline travelled to
Patna to discuss with  airport officials  there a proposal to start flights to
Patna . Meeting over the two executives named Bose and Rajan—not their actual
names--- returned to their hotel rooms. Suddenly a few heavily moustached 
dacoits barged in and asked 'Who among you is the boss Bose?'
  'Bose has  left for Mumbai' said  Rajan with the  kind of presence of mind
displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits  corporation--[Not the real name]
MUST get the ground handling contract or else...' so saying they twirled their
moustaches in unison  amd marched away.
Bose shivered .Creative Rajan   had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's
another lesson in creativity. I shall tell that only on payment!Creativity does
not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32619

From: Anish Parikh <anish6877@...>
Date:: Thu Jul 1, 2010 11:08 am
Subject:: SUPER QUOTES......TRULY SUPERB

anish.parikh...

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--
Regards,
Anish Parikh

#32620

From: Prafulla K Acharya <pka2001uk@...>
Date:: Thu Jul 1, 2010 2:16 pm
Subject:: Re: [Trainers Forum] learning creativity from crooks

pka2001uk

Some observations-

The first story is very common to people who attend discourses of any religious organization. I heard it from swami Chinmayananda in late 60s in Jamshedpur again in late 70s in Calcutta (now kolkata). Saru Rangnekar narrates this example in many of his sessions. Some times people forget the destinations they said in one early occasion and tell same anecdot hapened between Bombay and Kolkata. We listners laugh inside remembering the changes the speaker made. Many great Trainers narrate lies as if they were the heroes of many imaginery happenings. Those who listen for the first time, appreciate greatly. People narate it in different names like the journey was from Kolkata to New Delhi by Rajdhani express.

The second minnning example is possible in case of under ground deep minning in case of Karnata's coal and gold.I do not know karnataka's coal mines are under ground or open cast. Buxite minning is always open cast method and unless you clean the surface from trees, bushes etc you can not start minning operation.

Third example is a good one about Rajan's use of cretivity spontaneously and saving Bose from disaster.

Thanks Ravi for your contribution. But I think you should not use the word "Crooks". Since I have worked both in under ground mines of Ranchi, Talcher and open cast iron ore mines of Joda, Badbil etc I liked to correct yor horizental minning proposition in buxite mines of Lanjigarh or Damanjodi in Odisha. Hope you will not misunderstand my intention.

Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ) from Bhubaneswar.Cell- 09437022040

--- On Thu, 1/7/10, k.r ravi <createravi@...> wrote:

From: k.r ravi <createravi@...>
Subject: [Trainers Forum] learning creativity from crooks
To: trainers_forum@...
Date: Thursday, 1 July, 2010, 16:53

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us â€“this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.
I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in â€“hold your breathâ€”a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.
Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajanâ€”not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'
'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation--[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32621

From: "Maneesh Konkar" <maneesh@...>
Date:: Thu Jul 1, 2010 3:48 pm
Subject:: pl send articles on Leadership

maneesh@...

Dear Friends,

We are looking for good articles to upload on our blog “Young Leaders at Every Level”. The concept is as follows:

Who is the Blog targeted to?

All junior and middle level managers in organizations who face challenges of leadership every day. What are these challenges? Managing boss, managing time, handling customers, handling difficult subordinates, etc. Today it is difficult to find a nice relevant site to access practical leadership advice. Lots of sites offering global gyan, we felt there was scope to offer specific advice.

Moreover, this training is provided by trainers like us only through HR. This blog is meant for the actual audience to access on their own.

What kind of articles would be wonderful?

Those fulfilling the following criteria:

a. Not more than 400 – 500 words.

b. Specific tips to address an issue or solve a problem. What do we mean by specific tips? Do this, do that. No global gyan. No advice like – Be positive, be sensitive, let’s be more tolerant of each other, focus…. Etc. More like what to do, what not to do. Pl see blog for a flavour of what we are looking out for.

c. Each tip to be supported by any of the following:

a. Examples of someone who tried it.

b. What challenges did he face in implementing it?

c. Any quotation that is relevant.

d. A story. Some dialogues, etc

d. The author of the article would be allowed a byline with name and email id.

Also looking for Short inspirational videos:

a. 5 to 10 minutes max.

b. Should be copyright free.

c. How to send – upload videos on youtube. Send us a link.

Pl send your contributions to youngleaders@... with the subject “Article for Blog”

Enjoy.

#32622

From: Arun Vishwanath <arun.vishwanath@...>
Date:: Thu Jul 1, 2010 4:39 pm
Subject:: Invitation to join Trainers Forum extension on Linkedin network and Facebook

arun.vishwanath@...

Dear All,

This is an invitation for all members of Trainers Forum to join this group extension on Linkedin network and become a fan on the Facebook.

We have over 3500 members on the linkedin group extension now. There is a separate section on "job openings".
�
Join the LinkedIn Group by clicking on the link below:
http://www.linkedin.com/e/gis/22235
�
There are 3 subgroups as well on Linkedin - which are a part of Trainers Forum:
�
Hospitality Trainers - http://www.linkedin.com/groups?gid=2558953

Organisational Development - http://www.linkedin.com/groups?gid=2947201

Workshops - http://www.linkedin.com/groups?gid=2433696
�

Become a fan of Trainers Forum on Facebook by clicking the link below:
�
http://www.facebook.com/group.php?gid=117351028288431
�
�
Happy learning and networking!

With warm regards,

Arun Vishwanath

Founder - Trainers Forum
arun.vishwanath@...

#32623

From: Hemantkumar Jain <hemantkumarjain@...>
Date:: Thu Jul 1, 2010 5:04 pm
Subject:: Re: [Trainers Forum] Can you all help us in induction of mba college games to be played

apex_capd

1. Treasure Hunt ... Pair up people yourself and do not allow them to form their own groups ... gives them a chance to bond with new batchmates as well as go around the nooks and corners of the campus

�

2. Ad-Mad or Mad-Ad .... form teams and give them products / skits / movie titles asking them to market them and make an ad or a trailor ... They got to be HILARIOUS ... great way of bonding and team work lessons

�

3. Have a Group Photograph of all 300 together ... dont direct anyone to stand or get into formation .. allow them (all 300) to figure it out themselves ... some leaders will emerge and take charge ... others will follow and of course there will be some trouble makers ... it will begin with chaos and (hopefully) end in a great sense of achievement and satisfaction ....

�

4. Ask around in senior batch if they would like to mentor / become buddies to the juniors ... connect some juniors to seniors ... interaction between junior-senior batch will increase and juniors will be at ease ...

�

5. Introduce them to the Arbit Choudhury - World's First MBA Comic Charachter and show them some of its comic strips from arbitmba.com :) ... well .. this one is self promotion�- I am one of the 3 creators of Arbit :)

�

in general .. keep the atmosphere light and keep the learnings easy. Dont make the whole thing too serious nor allow them to get lax. Don't allow relaxation on discipline like coming on time etc ...

�

and above all ... Enjoy !!

Keep smiling and have a nice day ...

Hemantkumar Jain
Mobile: +91 9892 606 610 (Mumbai, India)

Org. Change Mgmt Consultant @ Mahindra Satyam
MBA (PGDIM) from NITIE, Batch of 2005

I read impossible as I'M Possible !
============================
http://in.linkedin.com/in/hemantkumarjain
http://shoOOonya.blogspot.com | http://twitter.com/shoOoonya
============================
Arbit Choudhury Website - www.arbitmba.com
Facebook - http://groups.to/arbitmba/ | �Twitter - http://twitter.com/ArbitChoudhury

On 30 June 2010 11:43, jayprakash lakhwani <jayprakashlakhwani@...> wrote:

�

Respected Nishant and Mponnappan,

In our college there is induction from date 21 july

Can u please guide me for games which we can offer them to play to learn managerial things

Purpose is to try to introduce to corporate world

no of participants 300

they r�graduates�from all field from all over�country

duration will be of 7 days�

Please Reply my mail

I will b waitting for Positive Reply from your side

jplakhwani

2 YEAR MBA STUDENT�

Reply | Messages in this Topic (4)

#32624

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Thu Jul 1, 2010 8:57 pm
Subject:: Article: The Deliberate Optimist

The Deliberate Optimist

by Eileen M. Rogers and Daren Blonski

To sustain a vision despite adversity, challenges, obstacles and delays, a leader must have a strong personal conviction in the importance of the mission; be determined to achieve the goal; maintain openness to alternative strategies; and press forward positively to make the vision a reality.

Where do leaders find the strength to maintain a positive outlook as they lead? Successful leaders have certain qualities and perspectives on life:

a) They can see and behave beyond the current reality.

b) They can make hard decisions with incomplete data, trusting their intuition.

c) They integrate empathy and energy to align others to their pursuit.

d) And perhaps most important, they view life's episodes with optimism and positivity.

What Drives Optimism?

It is tempting to be negative in a time of change and uncertainty. Yet it is in moments created by turmoil that opportunities for optimistic leadership become most apparent. In the midst of chaos, crisis and ambiguity, leaders with the courage to see and guide others to envision a better future can transform paralyzing and negative mental and emotional climates, create belief and hope, and enable others to see and achieve success despite the current reality.

Being optimistic does not mean leaders ignore reality and underestimate risks - they see, recognize and evaluate danger - but their focus is on the opportunity. Danger is framed as an obstacle to be planned for and mitigated in the pursuit of the vision. Consider Randy Pausch, a Carnegie Mellon professor of computer science who died in 2008. Instead of hiding his illness, he revealed his terminal cancer in a now famous lecture that became the title of a book about his life, The Last Lecture.

What could have been a dreary and morbid experience became a hopeful and humorous presentation. Finding positive meaning and purpose in his illness and mortality, Pausch chose to inspire others to pursue their childhood dreams. His mission was to encourage all, especially his children, to embrace life with an acceptance for what is, and strive for what could be, regardless of what happens. "We cannot change the cards we are dealt, just how we will play the hand," Pausch said.

Mood Contagions

Optimism notwithstanding, emotional resiliency enables leaders to cope with setbacks and challenges. Research over the past decade has provided insights into the source and impact of optimism and positivity, the function of the human brain in creating a shared emotional climate and the role of emotional and social intelligence in leadership effectiveness.

In Mirrors in the Brain: How Our Minds Share Actions, Emotions, and Experience, researchers Giacomo Rizzolatti and Corrado Sinigaglia identified mirror neurons in the human brain that seek to match one's mood and behavior with that of others. As Daniel Goleman said in the Harvard Business Review article "Social Intelligence and the Biology of Leadership," "Mood contagion stems from neurobiology. Positive behaviors ... create a chemical connection between a leader's and his or her follower's brains. By managing these interconnections adroitly, leaders can deliver measurable business results."

Essentially, the emotional atmosphere created by optimistic leaders is contagious and improves productivity, business results and employee engagement.

In her book The How of Happiness, Sonja Lyubomirsky identifies three factors that influence a person's happiness level:

1. Genetics

Individual have a happiness set point that accounts for up to 50 percent of their inclination to be happy.

2. Circumstances

Up to 10 percent of someone's happiness is dependent on age, gender and economic status, among other factors.

3. Voluntary activities

Up to 40 percent of one's happiness is dependent on personal, mental, physical and emotional choice.

Voluntary activities that comprise 40 percent of our outlook are in our personal control. We can all improve our optimism and happiness, and the degree to which we as leaders are able to be optimistic and happy has a significant impact on our ability to deliver on our promises.

In Learned Optimism, Martin Seligman profiles a habit of the mind that determines whether we have an optimistic or pessimistic outlook. Optimistic people regard good events as generating permanent good in their lives due to their own personal talent. Pessimists believe good events happen to them temporarily, confined to a specific instance, caused by chance, fate or circumstances outside their control. Seligman said we must create our own stories that follow the optimistic pattern, burning new neural pathways that significantly increase our optimistic outlook.

Cognitive scientists are also finding that our judgment faculty is different from our quantitative and intellectual processing capabilities. Our ability to make good decisions rests upon effectively processing our emotions, beliefs and intuition and combining this with knowledge and experience. Social scientists describe this ability as emotional and social intelligence. Current brain research indicates we are more likely to follow a leader who has demonstrated emotional intelligence than we are to align with someone who solely demonstrates a high IQ.

How to Improve Optimism

According to leadership expert Jim Kouzes, "The best leaders are the best learners." Leaders' ability to learn can define their chances of success. Like most leadership attributes and skills, the mental habit of optimism - a state characterized by a positive outlook and a general disposition to expect a good outcome - can be learned, but it may require 10,000 or more hours of practice, intense repetition and a moment-to-moment commitment to build a natural, habitual pattern of positive thought into unconscious competence.

Developing optimism requires a multilayered approach.

1. Positive mental patterns

In Strengths-Based Leadership, Barry Conchie and Tom Rath describe Wendy Kopp's positive approach. She saw educational inequality in the United States and decided a way to attract the best and the brightest to teach in disadvantaged areas was necessary. She believed a national teacher core, founded on the principles of the Peace Corps, would achieve this vision. When she was unable to find funding or support, she launched Teach for America, a nonprofit foundation. Using her own commitment, belief and influence to convince others that the vision was achievable, in one year she engaged 500 teachers, raised $2.5 million and built the organization from the ground up.

2. Optimistic interpretation

Leaders must choose the focus of their interpretation and use a positive lens to look at the current reality.

a) Reframe adversity in the language of challenges and opportunities.

b) Engage the core belief system by clarifying what you want and how badly you want it. Is it worth the struggle, investment, risk and dedicated effort?

c) Elevate big-picture thinking. Know with certainty that investments and risks will produce positive results.

d) Believe things will turn out for the best. Ensure the self-talk pattern in positive.

3. Effective stress management

After completing the MHS Emotional Intelligence assessment, a Deloitte partner in Europe found his scores on stress management and impulse control were very low. He decided to take positive action to improve in this area, making deliberate choices to reduce and manage stress. The results were improved mood and emotions. Held back from his final solo flight while pursuing his pilot license as a hobby, suddenly the instructors told him to go ahead. After he successfully conducted the flight, he asked why he had been held back and was told that a few months ago he had seemed too anxious and stressed, unsafe to fly solo, but the instructors had noted a significant change in recent weeks and now believed he could be successful. Needless to say, business results and teamwork improved as well.

a) Foster emotional resilience. Engage in healthy practices, diet and exercise.

b) Quarantine adversity. Contain the impact and see it as temporary, specific and external.

c) Control what is in your power. Identify what can be changed and take action. Let go of those things outside your circle.

d) Engage others. Social connection and intimacy are critical to manage a crisis effectively. Reach out for caring, support and wise counsel.

4. Innovative problem solving

During a past acquisition, Nick van Dam, currently chief learning officer of Deloitte, was informed that the parent company was going to merge functions, creating redundancies and potential layoffs. To maintain employee engagement, confidence and energy, he viewed the changing circumstance with an open mind, not judgment, modeling the way for the staff to remain positive and optimistic. Every Friday afternoon, he gathered the team and gave an honest update on what was happening, establishing an atmosphere of trustworthiness, reliability and credibility. His team continued to produce excellent work and during the merger earned a reputation as containing the best employees, and no one on his staff was laid off.

Invest in positive energy, not negative output: Ensure the workplace atmosphere is engaging and creative.

a) Stay curious. Look for partial, incremental solutions, not perfection.

b) Use imagination to rehearse success by visualizing positive outcomes and expressing these in stories that paint a picture of what the attainable future could be.

c) Embrace change and harvest the learning that comes from it. See new and exciting possibilities and make positive progress visible.

d) Demonstrate positivity daily. Find meaning in the effort and use words and actions to express belief in the vision and in people's ability to achieve extraordinary targets.

Perhaps at no time in recent history has there been a greater mandate for leaders to engage us in the struggle for a brighter future, energize our creativity, mobilize teams, focus on the positive, guide our purpose and ignite our best and most inspired accomplishments.

Some see a glass as half full, and some see it as half empty. Both are right. It comes down to how we build and share our optimism with others.

[About the Authors: Eileen M. Rogers is vice president of global talent solutions for TMC, and Daren Blonski is managing director for LeadershipSigma.]

Regards,

Harvinder

#32625

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Thu Jul 1, 2010 9:01 pm
Subject:: Q&A: Launching Campus Recruiting

What Should We Consider When Launching College Recruiting?

[Workforce Management | July 01, 2010]

Several important steps can help you get started. Despite the recession, now is actually a great time to ramp up your campus recruiting.

Q: We want to start a college recruitment program this year. What should we consider before launching this initiative?

- Hungry for Talent, recruiting specialist, technology/telecommunications, Cambridge, Massachusetts

A: The truth is, there has never been a better time than now to launch a college recruitment program. The current talent pool is rich with potential, and businesses that have struggled with successfully attracting top graduates in the past have much better shot at landing exceptional new people. However, it can feel like a daunting task to structure an effective college recruiting program (and hire the right people) with such a competitive talent pool, and less time than ever. Here's what you need to know about college recruiting in this post-recession era.

1. Determine a good hire - despite lack of experience

A large percentage of recent college grads simply don't have the real-world experience most recruiters need to help make their selection decisions, so be prepared to assess college grads differently. Resume reviews and reference checks are more difficult with limited information to go on, so structured assessments that measure competency potential, critical reasoning and essential knowledge/skills are critical, because they offer objective, job-relevant information to help ensure a more accurate selection.

2. Don't fret about perceived hurdles

Although you may think college grads will be deterred by a selective screening process, don't worry. Even during the "talent war" era, interview dropout rates were reasonable for most employers, ranging from 10 to 18 percent. The risks associated with making a wrong hiring decision are much higher and costlier than the risks associated with possibly turning off candidates from an application process that is considered too structured. The likelihood that you will lose out on top talent is more than offset by the potential gems you may find that could have been missed in a typical interview process.

3. Get going on social networking

Getting in on the latest activity when it comes to social networking is critical to the success of any college recruiting program. It's essential to be where the action is for your audience, which means being active on sites like Twitter, Facebook and LinkedIn - and at on-campus resources such as career service center job boards and alumni networks. Feel as if you can skip this step? It may mean missing out on a major top talent recruitment tool.

4. Fast communication is critical

Many college graduates have surprisingly high expectations when it comes to feedback and response from potential employers because they're coming from a highly connected environment - one where they're used to active online responses from friends, family, peers and professors. They are savvy customers who know the tools and technology that exist for quick interaction via the Web. In stark contrast, they usually aren't savvy in the recruitment processes companies must follow. The key to hooking this audience is being ready to respond - good or bad - as quickly as possible. Even if you do have a good excuse for your two-week delay in responding to them, grads may have already moved on, so communication is important.

5. Build your brand

College recruiting can be a valuable tool for building your employer brand, simply because your target audience is more connected and Internet-savvy than most other groups. The more positive the interview process, the greater the chance they'll spread the good word about your company to their peers, so getting it right is important. Employers that use structured and fair recruiting methods generally are perceived better by college graduates, so keep this in mind as you develop your college recruiting program.

Remember that when hiring, you're looking for potential as much (or more so) than trained experience. Be ready to have a structured onboarding and training program to get the fastest and best productivity from new college hires. And remember: This group is far more willing to walk away from an employer if they are not engaged, so be ready to manage your new hires more aggressively in the short term to ensure they stay engaged for the long haul.

[Source: Nels Wroe, SHL Group, Denver, May 13, 2010]

Regards,

Harvinder

#32626

From: "viru19" <vshelar1@...>
Date:: Fri Jul 2, 2010 2:49 am
Subject:: Looking for a strong partner to conduct "Team Building For Management"

viru19

We are looking for some one to conduct "Team Building for our Management" team
in Gurgaon or Delhi. It is to bring the team closer to each other, understand
each others working style and be more collaborative. We are looking for options
on indoor as well as outdoor activities.

Intensity of activities:  Moderate
# of participants:        Approx 30
Age group:                30 to 45
Tentative Launch date:    July 2010

Important Note:
Only short-listed parties will be contacted for further infomration. Please send
your company details and investment proposals to this email id: viru19@...

Cheers :)
Viren

#32627

From: Shivram Ravi <brand_guru2002@...>
Date:: Fri Jul 2, 2010 2:59 am
Subject:: Re: [Trainers Forum] learning creativity from crooks

brand_guru2002

Dear Mr. Ravi,

Another ACE from you!

Learning K=reativity from Crooks!

Twenty years back I purchased a book ( in Malayalam) "Idehya Kadakkal" ( from Kerala) This storey perhaps takes the cake.

During the Travancore Maharaja's time, there was this person let us call him Kutty! who was working in the palace as a helper. Things started missing every week and he was caught. The Raja thought he was "smart"- yes in spite of the tight security ( no vigilance camera at that time!) Gave him another chance and transferred him to take care of the stable, reports came that he was making money there also!!!( some Horse sense!)

The Maharaja thought that this is a Learning and development for him! so transferred him to several other departments, and he was still crooking????

Finally he told him- Ok Kutty, Go to Shangumugham beach at 6 a.m. and return at 6 p.m., all you have to do is count the number of waves! And report back.

Sure enough, after a week - the SPY who was tracking Kutty's activities reported that Kutty is making money there also!!!!!!!

Mahara Raja called Kutty, took him to him pvt room and first gave him a reward! Then asked him "Kutty We know that you are making money - How the hell? In a beach while counting the waves!!

Pat came the reply “Respected Sir, few boats go by the beach, esp of the fishermen.
I tell them, look because of your boat I am NOT able to count the number of waves correctly, and this is the order of the Maharaja, I will complain to him, well your guess is as good as mine, he pockets the money from them , for not reporting the incident!! Well nothing fishy about this!!! Sure enough he is making waves!! High tide or no tide!!

The Maharaja heard this, and gave him a promotion, and made him in charge of the security system officer!!!!

Jai ho! Satyam Eva Jayete!!!

Regards

Ravi shivram
Corporate Trainer & Media Consultant Chennai

--- On Thu, 1/7/10, Prafulla K Acharya <pka2001uk@...> wrote:

From: Prafulla K Acharya <pka2001uk@...>
Subject: Re: [Trainers Forum] learning creativity from crooks
To: "k.r ravi" <createravi@...>
Cc: trainers_forum@...
Date: Thursday, 1 July, 2010, 7:46 PM

Some observations-

The first story is very common to people who attend discourses of any religious organization. I heard it from swami Chinmayananda in late 60s in Jamshedpur again in late 70s in Calcutta (now kolkata). Saru Rangnekar narrates this example in many of his sessions. Some times people forget the destinations they said in one early occasion and tell same anecdot hapened between Bombay and Kolkata. We listners laugh inside remembering the changes the speaker made. Many great Trainers narrate lies as if they were the heroes of many imaginery happenings. Those who listen for the first time, appreciate greatly. People narate it in different names like the journey was from Kolkata to New Delhi by Rajdhani express.

The second minnning example is possible in case of under ground deep minning in case of Karnata's coal and gold.I do not know karnataka's coal mines are under ground or open cast. Buxite minning is always open cast method and unless you clean the surface from trees, bushes etc you can not start minning operation.

Third example is a good one about Rajan's use of cretivity spontaneously and saving Bose from disaster.

Thanks Ravi for your contribution. But I think you should not use the word "Crooks". Since I have worked both in under ground mines of Ranchi, Talcher and open cast iron ore mines of Joda, Badbil etc I liked to correct yor horizental minning proposition in buxite mines of Lanjigarh or Damanjodi in Odisha. Hope you will not misunderstand my intention.

Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ) from Bhubaneswar. Cell- 09437022040

--- On Thu, 1/7/10, k.r ravi <createravi@yahoo. com> wrote:

From: k.r ravi <createravi@yahoo. com>
Subject: [Trainers Forum] learning creativity from crooks
To: trainers_forum@ yahoogroups. co.in
Date: Thursday, 1 July, 2010, 16:53

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us â€“this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.
I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in â€“hold your breathâ€”a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.
Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajanâ€”not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'
'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation- -[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32628

From: Max Babi <maxbabi@...>
Date:: Fri Jul 2, 2010 3:36 am
Subject:: Re: [Trainers Forum] learning creativity from crooks

maxbabi

Some more observations :

Harvinderji Kaur, Chtraji Jha, and Ravi are my favourites here, but like Prafulla, I too made an uncomfortable observation :

" Learning From Crooks " was an intentionally misleading title, Ravi.

I learnt a tad from the cash-rich passenger who showed us a wonderful trick to fool a possible robber. I learnt nothing from the crook, except the fact that when he failed to find the cash, despite his professional arrogance he stayed back to ask the Sethji where he had hid the money.

The other lessons if there are, you would have to highlight for us.

Warmest

Max Babi

Advanced Trainer ( who loves using stories in training)

Pune

On Thu, Jul 1, 2010 at 7:46 PM, Prafulla K Acharya <pka2001uk@...> wrote:

Some observations-

The first story is very common to people who attend discourses of any religious organization. I heard it from swami Chinmayananda in late 60s in Jamshedpur again in late 70s in Calcutta (now kolkata). Saru Rangnekar narrates this example in many of his sessions. Some times people forget the destinations they said in one early occasion and tell same anecdot hapened between Bombay and Kolkata. We listners laugh inside remembering the changes the speaker made. Many great Trainers narrate lies as if they were the heroes of many imaginery happenings. Those who listen for the first time, appreciate greatly. People narate it in different names like the journey was from Kolkata to New Delhi by Rajdhani express.

The second minnning example is possible in case of under ground deep minning in case of Karnata's coal and gold.I do not know karnataka's coal mines are under ground or open cast. Buxite minning is always open cast method and unless you clean the surface from trees, bushes etc you can not start minning operation.

Third example is a good one about Rajan's use of cretivity spontaneously and saving Bose from disaster.

Thanks Ravi for your contribution. But I think you should not use the word "Crooks". Since I have worked both in under ground mines of Ranchi, Talcher and open cast iron ore mines of Joda, Badbil etc I liked to correct yor horizental minning proposition in buxite mines of Lanjigarh or Damanjodi in Odisha. Hope you will not misunderstand my intention.

Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ) from Bhubaneswar.Cell- 09437022040

--- On Thu, 1/7/10, k.r ravi <createravi@...> wrote:

From: k.r ravi <createravi@...>
Subject: [Trainers Forum] learning creativity from crooks

To: trainers_forum@...
Date: Thursday, 1 July, 2010, 16:53

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us â€“this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.

I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in â€“hold your breathâ€”a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.

Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajanâ€”not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'

'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation--[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

--
Max Babi
www.maxbabi.com
+91(0)20 22951297home
+9198900 38051

" Be not dumb, obedient slaves in an army of destruction! Be heroes in an army of construction! "
- Helen Keller

#32629

From: vivek khare <vivekkharedel@...>
Date:: Fri Jul 2, 2010 6:37 am
Subject:: do n't quit fight till the end-excellent

vivekkharedel

http://kamyabology.com/fight

Download best ppts

Download Most popular PPTs – at http://kamyabology.com/mostratedppt.asp

Fight

Sometimes we are faced with adversary (people or circumstances) which are stronger, powerful …and defeat for us is certain. There is no hope …. but still Fight for yourself using every drop of blood from your body.

Muster every effort within you and fight: sure you will win as shown in this video at

#32630

From: vijay batra <veekaybatra@...>
Date:: Fri Jul 2, 2010 8:12 am
Subject:: Re: [Trainers Forum] learning creativity from crooks

veekaybatra

Dear Ravi,

Great incidents and equally great narration. I wish I could share some wonderful examples of creative thinking by soldiers while operating in various terrains and operational situations but can't due to security reasons.

Col Batra

From: k.r ravi <createravi@...>
To: trainers_forum@...
Sent: Thu, 1 July, 2010 4:53:22 PM
Subject: [Trainers Forum] learning creativity from crooks

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us â€“this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.
I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in â€“hold your breathâ€”a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.
Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajanâ€”not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'
'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation--[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32631

From: "k.r ravi" <createravi@...>
Date:: Fri Jul 2, 2010 9:23 am
Subject:: INDIA --AN INTROSPECTION

createravi

K.R.RAVI
WWW.KRRAVI.COM

          IS THIS INDIA?


                  There is this discussion going on in the Indian community in
the   U.S.A and among those of  us in India who follow such issues.
An article in the TIME magazine [5th july] by Joel  Stein titled  MY OWN PRIVATE
INDIA  has stirred up a cauldron of emotions.
             In that article  Stein seems to bemoan the taking away of his
hometown Edison  in the state of New Jersey by immigrants from India..
  One can react to this article in a few ways .
  There are two of his comments that may be of interest here.
                  Joel writes that the early Indian immigrants were highly
educated and skilled,  leading Americans to feel that Indians were   geniuses.
The next wave included the cousins of   the first wave and these were
'merchants' and then followed the cousins of these cousins and that was when
Joel realised why India was ' so damned poor'.
                        The other comment that has incendiary potential is as
follows;
'I question how  good our schools were if  ' dot heads' was the best racist
insult we could come up with for a group of people whose gods have multiple arms
and an elephant nose'.
              Now what I wish to dwell on here is just an aspect that interests
me.

                ARE INDIANS CULTURALLY  DEFENSIVE?
To put it in simple words  ARE  INDIANS  OVER SENSITIVE ?
  To put it in even more simple words  ARE INDIANS NOT CAPABLE OF LAUGHING  AT
THEMSELVES?

               This aspect of our behaviour took on a certain urgency for me
because a reader of my articles on  TRAINERS' FORUM  spoke to me on phone and
told me that she found me overtly sensitive and defensive about certain  issues.
                      Now  my intention in writing this  piece is not to pour out
my angst but to ask if   Indians as a  whole are going through similar issues in
their own contexts.  Thus the US based Indian has reacted to Stein's article in
ways reminscent  of my inner feelings.
                 Indians  in India  and elsewhere  have often publicly reacted
strongly to any portrayal of India [and often of  Hinduism] in negative light.
Is this  a sign of defensiveness? Is this to be exchewed?Are we to say that  it
is a sign of weakness to be hurt by such statements ? Is it really expected 
that we are to laugh over such statements? In fact some writers-- including
Indains based in the USA-- have reacted to Stein in an astonisshing manner by
saying that they  have personally known Stein
and can certify that  he is not a racist and his article is to be taken  as a
piece of well meant humour.
                  My  trainer friend tells me that  I ought to be like Sikhs who
have perfected the art of self deprecatory  humour. Is this advise relevant  for
Indians as a whole ?

      I propse a hypothesis.
Nations pass through three phases.In the first phase they are low in self esteem
and are touchy about criticism—India being a fine example of such a nation.
Then comes a phase when the people of a nation are confident of themselves and
take all criticism in their stride.The USA WAS ONE SUCH COUNTRY.Then comes a
phase when a nation cares two hoots what others think of it.  China is one such
nation.
              I may add here that a nation can slide from one category to the
other. In  my opinion the US is  no longer sure of itself and is not the nation
of cockey self confidence that it once was .Some may say  that it can hardly
afford to be the arrogant nation—phase three –that it once was!
  As for India are we in Phase I?
K.R.RAVI
WWW.KRRAVI.COM

Reply | Messages in this Topic (2)

#32632

From: Sanjay Paliwal <sanpaliwal1@...>
Date:: Fri Jul 2, 2010 10:53 am
Subject:: Cancer Patient

sanpaliwal1

Dear friends

My father is undergoing cancer treatment in Tata Memorial Hospital Mumbai which will continue for another 4- 6 months. We are searching for a small house (1 BHK OR single room with bath) for above period .(30-45 min from Parel). Can anytbody help /guide.I am member of trainers group.

Sanjay Paliwal
09937128127

#32633

From: "Rita Maker" <ritamaker@...>
Date:: Fri Jul 2, 2010 1:00 pm
Subject:: Re: [Trainers Forum] learning creativity from crooks

ritamaker@...

This is how i use to fool the crooks.

In the early years of my marriage we travelled mostly by trains. And being young I was expected to wear and carry jewellery with me. My ma-in-law made me stitch a pocket in my petticoat to carry the jewel. First trip and the jewellery got chipped. So I thought of an innovative and safe way. I would put all teh jewellery in the bag that had my children's diapers and would hang it from the nail and would sit with not a care in the world attitude. It would be there right infront of all.

On Thu, 01 Jul 2010 17:49:14 +0530 wrote
>

K.R.RAVI

WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us –this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.

I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.

It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.

The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.

'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.

The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.

I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in –hold your breath—a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.

Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.

Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.

Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?

Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?

'What a contrast from James Street !'was a reaction from one resident.

Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.

What kind of creative lessons can we ,learn from the moustached bad man-rich man story.

I cannot do better than narrate this true story that happened a few months ago.

Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajan—not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'

'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.

' Tell him that our company-- Bihar Dacoits corporation--[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.

Bose shivered .Creative Rajan had saved his life.

When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI

WWW.KRRAVI.COM

Rita Maker.

#32634

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Fri Jul 2, 2010 7:52 pm
Subject:: Article: What's Your Return on Collaboration

What's Your Return on Collaboration?

by Kraig R. Brown

In a world where doing more with less has become a business survival mechanism, collaboration remains critical to success. Collaboration is a daily requirement for organizations of all sizes as they extend the global reach of their products.

Face-to-face meetings are often seen as a critical part of the collaboration equation, historically requiring expensive travel within a global enterprise or to meet customers. With the rapid adoption of social media by consumers and businesses alike, more professionals are looking to technology to make connecting remotely more efficient. Companies seeking an edge in 2010 should get acquainted with the idea of return on collaboration, or ROC, the benefit that companies realize from giving employees the tools they need to collaborate efficiently and effectively.

Today's collaboration technology includes Internet protocol-based applications that provide presence information, share documents and presentations, allow immersive videoconferencing and ultimately enhance unified communications.

"Today more than ever before, organizations are putting a sharp focus on their abilities to maintain performance, while getting the highest yield possible out of their people and collaboration technology investments," according to a May 2009 Frost & Sullivan report.

That report also said that among companies that deployed collaboration tools, 72 percent reported better business performance.

Collaboration: A Daily Requirement

More efficient collaboration and more productive meetings will be critical points to monitor as companies decide how to connect their thinkers. Already, workers report spending 19 percent of their business days - some eight hours in a 40-hour business week - in meetings, according to PGi research in September 2009.

For example, PGi facilitated a recent implementation for SAP where collaboration was the focus for the whole system as opposed to separate pieces, which put the user experience front and center. Historically, SAP's employees around the world adopted technologies in a siloed fashion and often found them increasingly cumbersome to use. Setup took forever - registering to get an account, waiting for a booking confirmation, scheduling the conference and then copying and pasting to get everything in one place so the invitation could be e-mailed - all for a 15-minute meeting.

Increasing Productivity

This was not a good scenario for a company relying more and more on online conferences to meet customer implementation time frames and other key demands. Further, the company had growing concerns about the security of its patchwork conferencing system. So it set a goal to standardize the way employees, customers and partners collaborated, ensuring everyone would meet the same way in a branded, secure environment. SAP understood that it needed an easy-to-use solution that its employees would readily embrace so that various departments wouldn't seek their own vendors for online conferencing purposes.

Now ROC looks like this for the company:

a) Productivity has increased by reducing the average meeting time from 46 to 37 minutes.

b) Meeting start-up times are faster. What used to take seven to 10 minutes now takes one minute.

c) Collaboration has increased from 80,000 meetings a month to 300,000.

d) Across-the-board travel costs have been reduced by more than one-third.

Further, the company believes its employees' quality of life has improved because they don't have to hop on a plane as often. It's a softer metric, but an important one.

According to research by American Express Business Travel, the average domestic business trip in the U.S. cost about $1,054 in 2009. Further, the U.S. Census Bureau reports that Americans spend about 100 hours commuting every year. Throughout the U.K., workers devote nearly 22 million hours every day to commuting, equivalent to about $416 million worth of work, according to a survey by the Trades Union Congress, a federation of trade unions.

Plus, the global economic slowdown and changing workforce demographics mean that, in some cases, business travel limits organizations' ability to convene multiple stakeholders. More than ever, technology is a valuable way to bridge offices, regions and viewpoints. According to an Econsultancy report from January:

a) Facebook claims that 50 percent of active users log in to the site each day, which translates to 175 million users every 24 hours.

b) Twitter now has 75 million user accounts, including 15 million active users.

c) LindkedIn has more than 50 million worldwide members and that number is increasing at a rate of nearly 1 million members a month.

Collaboration Movers From Boardroom to Living Room

In the past, businesses communications and collaboration were limited to the office. That has changed. Now an employee may be on the phone and in the course of the call receive an instant message or e-mail. Colleagues expect ongoing dialogues, but the discussions don't only happen in the office. They happen in the home, with friends, across all kinds of modes and mediums. Employees are just as likely to approve a project from their office desk during the work week as they are on Saturday at their child's soccer game.

Functionally, the 9-to-5 workday has gone out of business. Technology's role is to help facilitate the transition so that employees - otherwise known as people - can convert higher productivity back into their personal lives.

Professionals are busy balancing work and life. Technology, these professionals say, can be a lifeline. According to the May 2009 Frost & Sullivan report, 54 percent say collaboration tools help them gain work-life balance, and 52 percent say communications technologies help them gain control. And they don't have to be part of a multinational behemoth to do it. The ease and simplicity of a collaboration solution is within reach of small and medium businesses (SMBs), even as small as a sole proprietorship.

Examining ROC

Collaboration through communications technology can create better business performance. Whether they call it ROC or not, many organizations, especially SMBs, already focus on the ability to maintain high levels of performance through collaboration. Though conventional wisdom once held that collaboration tools exclusively relied on hardware and network requirements, innovations in IP-based tools mean that is often no longer the case.

ROC captures the broader concept of collaboration-related improvement relative to the overall amount of money invested in a functional area. While collaboration technology addresses the very tactical response of saving on travel and operation costs, it also contributes to the strategic outlook of industry direction and corporate positioning.

Workers want to collaborate in ways that are productive, engaging and fun. As communication technologies advance, we will see more products and services that replicate the benefits of face-to-face meetings in virtual environment.

As businesses contemplate the right collaboration solutions, talent leaders and other business leaders should first focus internally and understand how and why they hold meetings. One way to begin is to evaluate the frequency of meetings. Then evaluate the kinds of meetings held, anything from traditional sales meetings, staff meetings or reporting meetings to webinars.

By turning the lens inward, decision makers can match their metrics for meetings' success with the many functional applications available. Many companies of various sizes already are doing this, and once executives realize their teams could be 50 percent more productive by using collaboration technology, they become more open to exploring tools that could be adapted to drive organizational and personal success.

[About the Author: Kraig R. Brown is senior vice president at PGi.]

Regards,

Harvinder

#32635

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Fri Jul 2, 2010 8:03 pm
Subject:: Q&A: First-Time Leaders

Are First-Time Managers Really Better Off With Training?

[Workforce Management | July 01, 2010]

Research suggests many newcomers to leadership continue to struggle, underscoring the need for their companies to help them with the transition.

Q: I hear a lot about managers being promoted without sufficient training. The theory is that people are pushed into management without first having the required skill sets. Anecdotally this might be true, but is there any empirical data that prove this approach is leading to a generation of underequipped managers?

- Skeptical in Services, Charlotte, North Carolina

A: Unfortunately, when it comes to this topic, the adage is true: Where there is smoke, there is fire. ... At least a four-alarm fire.

During the past few years, my company has studied the readiness of individual contributors to step into a managerial or supervisory position. A majority of frontline leaders said they had a difficult time making the transition from a nonmanagement role to a first-level manager. Only 57 percent said they possessed the leadership skills needed when they first stepped into a management role. As expected, the most common areas of struggle relate to core managerial competencies: coaching, communication, decision-making and delegation/empowerment.

Most organizations are wise to this issue. According to a 2010 report from Bersin & Associates, "HR leaders rate their first-line managers as their 'least ready' workgroup, even less capable than their entry-level employees."

There are three big reasons this is happening.

1. All parties involved need better insight into an individual's readiness.

The individual, his or her manager and the organization have blind spots when it comes to accurately understanding the individual's strengths and development needs. With hundreds or even thousands of existing and potential frontline leaders, it can be difficult for organizations to get more than a superficial read on an individual's managerial readiness. Organizations can obtain more information about an individual's readiness by a variety of methods, including behavioral interviews, 360s and in-depth assessments.

2. Knowing someone's development areas is not enough.

According to my company's research, less than one-third of frontline managers say that they have agreed to a specific, written development plan with their manager. About one-quarter of frontline managers say that they have enough time to devote to their development. Organizations need to put better processes in place to ensure that development planning occurs and that individuals have sufficient time and accountability to complete their development plans.

3. They need more support and guidance from their manager.

About half of frontline managers say that their managers have the knowledge and tools to support their development. Less than two-thirds say that they get sufficient feedback from their managers. The most discomforting thought is that less than 60 percent believe that their managers are committed to their development. To overcome these beliefs, organizations have to do a better job of providing the frontline manager's manager with the skills needed to nurture him or her.

There is evidence of new leaders being thrown into the deep end and left to either sink or swim. That's hardly a "best practice" - especially when there is so much that can be done to prepare leaders to take on such a new job.

[Source: Bradford Thomas, Development Dimensions International, Pittsburgh, May 19, 2010]

Regards,

Harvinder

#32636

From: Chitra Jha <chitrajhaa@...>
Date:: Fri Jul 2, 2010 3:38 pm
Subject:: Handling Change

chitrajhaa@...

Change: We can actually choose to embrace it; or completely resist it!

We are at a time in our lives when there is much change occurring; and we are more frequently being faced with choices! We often don't see them as choices; but that's what they are!

We are being given a multitude of opportunities to actually embrace change; or to resist it!

This applies equally in our business and personal lives.

In recent times in my roles as a Life and Executive Coach, I have become increasingly aware that one of my major tasks is to actually help people manage change in their lives. When they approach me for help, they know that something is out of whack; that they've got to do something about it now; and they're asking me for help with, 'why is it out of whack', and 'how can we fix it' ?

It's probably best explained by mentioning three very different examples:

1. A Company Owner/Director asked me to help her deal with the challenges of re-structuring her business and personal life (made necessary by a sudden change in her personal life). We started with the acknowledgement that changes for both her business and herself, were necessary; then we agreed on a series of objectives for both business and personal aspects of changes required; with some strategies and time frames for where we were headed.

2. I have also been asked by numerous parents for guidance in getting their children 'back on track', for a very large variety of reasons: this usually requires a strong element of change in regard to the use of 'clever' and 'different' parenting skills; so once again, there has to be an agreement that these changes are necessary, and strategies put into place for the management of these changes.

And lastly. . .

3. I have been asked by a large organisation who are being faced with massive growth within their ranks, (and major challenges as that growth takes place), to assist with the guidance of Managers, Staff, and Clients alike, in the strategies and processes which must take place for the growth to be effective. This is all based in how to keep the people involved and focused, with clarity as to the main objectives, and in managing and optimising the process of change itself.

The common theme in the above situations was for people to admit that they needed to ask for help and guidance; for that person to then accept that there was a need for change; for the forming of agreed guidelines and strategies; and for the process to be managed and optimised during a structured time frame, as they moved towards the desired outcome. In short, they all needed to actually embrace change as a necessity, rather than a compromise of any kind.

Sometimes the necessity for change just happens, and sometimes it is forced upon us quite unexpectedly!

Either way, we are often faced with tough decisions to make and our attitude towards our circumstances are critical to whether we just survive, or come out thriving!

At other times we need to instigate the change ourselves: and it's times like these that we often have to admit to ourselves that something, or someone, just isn't working in our lives any more. You might be feeling like you're in one of those ruts which creep into our lives from time to time? If you are, remember that a rut is really a grave with the ends kicked out of it, and it is time to do something, perhaps!

Sure, we have very challenging choices to make when this sort of stuff occurs in our lives; but we need to make those choices; act upon them; and move on as wiser people.

Whether you are faced with change that creeps up and bites you on the butt; or whether you have to create a change for your own sake; the ability to accept things as they are, and move forward, is critical. One door closes; another one opens!

Do your best to remember this paradox of life: We can often stare for so long at the door which has closed; that we can miss a new one which has opened!

It is actually very easy to resist change. Quite often, we don't even know that we are resisting it; so like most other things in life, it's about being aware!

Right now, change is being forced upon us in many ways; and for some of us, that could possibly be overwhelming. My No 1 suggestion for anyone who is feeling the pinch, is to remember that 'necessity is the mother of invention'; so if you can get yourself into embracing the change which is forcing itself upon you, and get creative, then you may come out of your own situation absolutely shining!

Yes folks, our attitude towards change, does make all the difference!

We can choose to Embrace it ... or Resist it!

If you are hurting in any way whatsoever: then you can choose to reach out to others, and seek help.

Remember: None of us have to do it on our own ... ever!
Because doing it on our own ... is also a choice!

Phil Evans
Phil Evans is a Motivator, Business Coach and Inspirational Writer based in Australia.

--
Chitra Jha
Life Skills Coach
Past Life Regression Therapist
CAMI Certified Professional Facilitator
http://mylife-mysuccess.blogspot.com
http://chitrabuddha.sulekha.com

Whatever I tell others is exactly what I need to hear in that moment.........

Every single thing in our environment has a tendency to program our subconscious mind.

#32637

From: "Rita Maker" <ritamaker@...>
Date:: Fri Jul 2, 2010 1:43 pm
Subject:: Re: No time for humoring(a write-up)

ritamaker@...

"LEISURE"

What is this life if, full of care,
We have no time to stand and stare.

No time to stand beneath the boughs
And stare as long as sheep or cows.

No time to see, when woods we pass,
Where squirrels hide their nuts in grass.

No time to see, in broad daylight,
Streams full of stars, like skies at night.

No time to turn at Beauty's glance,
And watch her feet, how they can dance.

No time to wait till her mouth can
Enrich that smile her eyes began.

A poor life this if, full of care,
We have no time to stand and stare.

By Wm. Henry Davies.

On Fri, 02 Jul 2010 15:56:22 +0530 wrote
>No Time for Humoring

From the point-of-view of an anthropologist, when historians in the future will be speaking about the AGE we are passing thru, how do you think we shall be seen remembered? As a social people what we have achieved as our most important facet? Let us see, is it our constant connectivity with each other, our spiritual search or stress depression?

I was wondering where this humanity was heading yesterday after an altercation with another driver who blocked my way and kept on asking me to go on the wrong side to give him way. I refused and as a matter of principle just stopped my car and waited for him to correctly go back to his side of the road. He did but did not forget to launch a few abuses at my back. Then I cam back home and tired and fatigued by driving in the noisy, dusty unrelenting 42 deg C heat of Delhi and all and asked my wife to sit down with me and share a cup of coffee. What I got was a retort that cant you see I am busy?

Then the other day I was discussing a point with a friend and she asked this poignant question I am tired of everyone rushing around, filling their days with solo activities and then trying to stay in touch using the various medias with no in-person contact. I would like to see my friends make an effort to connect with me in the flesh. I would consider it a joy to make em' a cup of coffee and engage them in conversation or small talk, whichever they choose.
>I can't understand why they won't come out and play?

This is when the penny dropped. All these gadgets that help us communicate and run our lives from a distance have done us the disservice of permitting us to undertake more than we have time for and still be able to manage things somehow. In the process we just have no time for anything else. And non-essential things like chatting up a friend or lending an ear to somebody is the first thing that goes off our list. Everything is being reduced to straight and simple functional practicality. If close relationships like marriages are seeing this trend then what is there left to say of other more casual relationships?

The situation has reached such an impasse that our attitudes have brought to the fore our self-centeredness and has resulted in our own isolation. At any given time we are so mentally stretched that we are easily irritated and curtness is becoming a normal feature.

It is easy to understand why it is so attractive to keep in touch through Medias like Face book. I must add I love the interaction on Face book because it is direct, to the point and there is no waste of time. Then there is also the complete lack of worry about keeping up appearances. Even in places like shopping malls and stores or while travelling there is a distinct sourness to be seen. 20-30 years ago people were happy to be chatted up and were happy to share a paper or a cup of tea with you. Now if you try they look at you as if you are up to some unpardonable sin. Anyway if they do respond, they will leave you staring at the space above their head, the moment their mobile phone rings.

I request people who visit me to shut off their phones, especially if it is a business or commercial visit; otherwise I ask them to go out and finish their conversation. After that I make it clear that if they are going to ask for my time, they are welcome but if they will continue to allow us to be disturbed by the mobile then I am sorry I am not available and ask them to politely leave. I am definitely not interested in a triangular relationship in which the mobile phone has priority.

Leave alone the world at large, we do not have time to listen to our children, do things at their pace or just enjoy their company. Now this is criminal. I see most mothers who bring their toddlers/young ones in the park here in the evening spending their time talking on their phones while the child fends for itself. Now what kind of mothering is this?
Take any situation, any relationship; there is simply no time or inclination to humor anybody. There is no patience and of course no need is ever felt. I remember once when I was just about 19 or 20 years old, when I was with one of my fathers friends, he said hullo to some elderly friend of his and asked how are you? The other person told him in detail how he was. Regaling with all the latest news, visits to doctors and all. I was astonished to see that my fathers friend never showed any irritation or impatience and very pleasantly heard him through. Now here was a lesson to take note of.

This is what makes me conclude that we shall be remembered as a dismembered society where our selfishness and preoccupation with self has left no place for any kind of humoring; not even in the least bit.

No wonder now we have computers, radios and phone that wish us good morning and a mechanical dog comes to wake us up in the morning. The worst is that the coffee too comes from a machine with no smile or hug to go along with it.
>
>

Thanks and Regards
PK(Pradeep KrMaheshwari)-
upcoming event:http://pk.posterous.com/prestigious-expo-in-nice-france
http://pk.posterous.com/pk-personal-details
http://pk.posterous.com/taking-life-by-the-scruff-of-the-neck
http://artnershipshop.weebly.com/
http://paintingtherapy.weebly.com/

http://pk.posterous.com/the-denmark-exhibition-details

http://pk.posterous.com/growing-up-with-daughter-an-introduction
+my other books.
phones:011-41730043(work), 29236711(home)

skype:pradeepmahesh
home:S-164,Greater Kailash-1, New Delhi 110048India

>

Rita Maker.

#32638

From: Chitra Jha <chitrajhaa@...>
Date:: Fri Jul 2, 2010 3:39 pm
Subject:: The ultimate unity

chitrajhaa@...

A good soldier is not violent.
A good fighter is not angry.
A good winner is not vengeful.
A good employer is humble.

This is known as the Virtue of not striving.
This is known as the ability to deal with people.
This since ancient times has been known as the ultimate unity with heaven.

Lao Tzu, from the Tao Te Ching Translated by Jane English and Gia-Fu Feng

--
Chitra Jha
Life Skills Coach
Past Life Regression Therapist
CAMI Certified Professional Facilitator
http://mylife-mysuccess.blogspot.com
http://chitrabuddha.sulekha.com

Whatever I tell others is exactly what I need to hear in that moment.........

Every single thing in our environment has a tendency to program our subconscious mind.

#32639

From: Sai <saisridharj@...>
Date:: Fri Jul 2, 2010 4:16 pm
Subject:: Re: [Trainers Forum] learning creativity from crooks

jsai_sridhar

Dear All,
A deviation from the usual thought pattern seems to pay off. i
remember faintly a case study which I read when I was young.
In one of the railways, when they transported eggs, however secure the
packing was, the eggs use to break due to handling issues .  Finally
they did something which resulted in reduction in breaking. The safe,
secure containers were replaced by clay pots and the handlers took
utmost care while handling  and in turn the eggs were saved.
Warm Regards
Sai
Saisridhar.J
Learning and Development Consultant.

On 7/1/10, k.r ravi <createravi@...> wrote:
> K.R.RAVI
> WWW.KRRAVI.COM
>
>           CREATIVITY FROM CROOKS
>
>               It may not readily appeal to us �this idea that we could learn
> innovative thinking from crooks.      I believe we could take a leaf from
> how crooks operate and use these same ideas to do ethical things.
>               I was prompted to think along these lines when I had to
> perforce  dip into my mental archive of old jokes to amuse my young grand
> nephew.
> It so happened, so went the joke, that a rich man had to travel by train
> through Bihar.He had been told that the region the train travelled through
> was notorious for robbers  . Since he had to carry a large sum of cash he
> was fearful.As bad luck would have it he noticed that one of his co-
> passengers sported a huge moustache and looked menacing.As the rich man
> settled to sleep at nightfall he knew that he had to summon all the wit at
> is command to emerge unscathed by morning.
>              The next morning the menacing co-passenger looked sheepish and
> could   not resist asking the rich man where he had hid his cash.
> 'No problems telling you ' said the rich man  as he got down at  his
> destination. ' I hid it below your pillow' said the man to an astonished
> would be robber.
>                The second instance of creativity in action comes from a true
>  story  that is   making headlines in the Bangalore media and maybe in other
> parts of India too.
>                     I refer to the raging controversy  about the Bellary
> Mining lobby. It seems that these miners received rights to mine in
> Karnataka. Everything seemed fine till someone discovered that the miners
> dug deepin Karmataka  and then horizontallly into acres of mineral rich
> land in �hold your breath�a neighbouring state !! Had the miners not made so
> many political enemies this 'creative'  activity could have gone on for
> decades.
>                Now my uncontrollable imagination tells me that such creative
> thinking could be used to solve some problems.
>          Let's look at the crisis that a state like Orissa faces. This state
> is blessed with abundant minerals like iron ore, bauxite , chromium  ore
> etc. In most cases these minerals are situated on  forest lands held by
> tribals for several  thousand years and they are obviously most reluctant to
> leave these lands   parts  of which they consider to be Holy. This impasse
> means that minerals remain untapped, the tribals are poor the state is among
> India's poorest.
>             Can we take a leaf out of the book of  our innovative miners in
> Karnataka and hand over land adjacent to the forests and permit
> industrialists  to mine horizontally into tribal forest  lands !?
>              Taking this thought   process forward I suggest some  ideas to
> counter the tendency in states like Tamilnadu and Maharashtra to replace
> English names with  names of local heroes .In many cases local residents
> resent such name changes. In  Chennai for instance the unpronouncable  name
> of GOBICHETTYPALAYAM  THANIKACHALAM PERINAYAGAM  was suggested for a street
> .Can you blame the residents for expressing outrage?
>  'What a contrast from  James Street !'was a reaction from one resident.
>                     Now I have a 'creative' suggestion .In every instance
> where a street is sought  to be renamed the law should require that one
> kutcha road  in the city MUST be  made pukka or one ill lit street MUST be
> well lit.
>                What kind of creative  lessons  can we ,learn  from  the
> moustached  bad man-rich man story.
>                   I  cannot do better than narrate this true story that
> happened a few months ago.
>                                 Two executives of a private airline
> travelled to Patna to discuss with  airport officials  there a proposal to
> start flights to Patna . Meeting over the two executives named Bose and
> Rajan�not their actual names--- returned to their hotel rooms. Suddenly a
> few heavily moustached  dacoits barged in and asked 'Who among you is the
> boss Bose?'
>  'Bose has  left for Mumbai' said  Rajan with the  kind of presence of mind
> displayed by the rich man in the train.
> ' Tell him that our company-- Bihar Dacoits  corporation--[Not the real
> name] MUST get the ground handling contract or else...' so saying they
> twirled their moustaches in unison  amd marched away.
> Bose shivered .Creative Rajan   had saved his life.
> When last heard the police have nabbed the daciots.How did they do it.
> That's another lesson in creativity. I shall tell that only on
> payment!Creativity does not come free.!
>
> K.R.RAVI
> WWW.KRRAVI.COM
>
>
>
>
>
>

--
Sent from my mobile device

#32640

From: Shivram Ravi <brand_guru2002@...>
Date:: Fri Jul 2, 2010 5:25 pm
Subject:: Re: [Trainers Forum] learning creativity from crooks

brand_guru2002

Dear Col Batra,

Greetings from Ravi Shivram s/o Lt Col Dr Hari Shivram.A.M.C ( He passed away four years back at the age of 93- in fact he was cat A 1- fit as a fiddle even on the previous day of saying bye to us with his XXX !!!! and his jokes. ( A real jolly good fellow!)

Dad has written lot of poems and also shared few things with us of the LIFE in the Army. This happened when he was OC- in an MH near Ambala.in the 60's

There was an inspection, and one Brig was supposed to come. He and his boys started cleaning, and putting things in order “spic and span? Well one Jr. Officer in his enthu perhaps in a hurry tripped and spoiled the floor with a green paint!!! There was no time to wash it, and this would have made the place still worse.

My Dad was one of the strict officers Indian Army ever had! (yes! even we kids had a regimented growth!)

They did not even have time to do any thing as the signal came that the car was nearing the MH . Dad quickly asked the boys to make a nice square- on the floor with the- paint spilled- kept few flower pots, and kept a mini flag of the regiment there.

When the Brig went around he asked him what is this Hari? Pat came the reply "Sir this was the place where Lord Dalhousie used to sit down in the evening, and now this place is the campus for the Hospital. The salute was in sync!!!

After TEN long years Dad had to go to the same hospital, and believe me , what the Jr. officer told him was " Sir this is the spot Lord Dalhousie used to sit down and think!!!!!! The protocol is that we salute and then go into the Hospital!!”

Thank the Lord Dad’s wonderful smile did not have an echo!!!

Regards
With a Great Salute to you Sir.

Ravi shivram
9840082237

--- On Fri, 2/7/10, vijay batra <veekaybatra@...> wrote:

From: vijay batra <veekaybatra@...>
Subject: Re: [Trainers Forum] learning creativity from crooks
To: "k.r ravi" <createravi@...>, trainers_forum@...
Date: Friday, 2 July, 2010, 1:42 PM

Dear Ravi,

Great incidents and equally great narration. I wish I could share some wonderful examples of creative thinking by soldiers while operating in various terrains and operational situations but can't due to security reasons.

Col Batra

From: k.r ravi <createravi@yahoo. com>
To: trainers_forum@ yahoogroups. co.in
Sent: Thu, 1 July, 2010 4:53:22 PM
Subject: [Trainers Forum] learning creativity from crooks

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us â€“this idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.
I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in â€“hold your breathâ€”a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.
Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and Rajanâ€”not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'
'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation- -[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32641

From: John Frey <jehfrey@...>
Date:: Sat Jul 3, 2010 4:34 am
Subject:: Re: [Trainers Forum] learning creativity from crooks

jehfrey

Hi
I heard two such stories
1.
Two friends went to see of another at the railway station.
While waiting for the train a suitcase was stolen - (very common in Lucknow)
So they went to file an FIR.
While listing the contents of the suitcase, this person added that there was Rs.2,00,000/- in cash.
Later the friends quizzed him about this and he just smiled.

Some days later he got a phone call (from a PCO) asking him to correct this FIR and his suitcase would be returned.

It turned out that the police had annual contracts for pick pockets on each platform. The contents of each theft to be shared. Since there was no cash, let alone 2,00,000/-, the pick pocket was being forced to pay a hefty commission.

2.This is a military one but it happened over 40 years back.

The Pakistani army was attacking a narrow pass.

They knew - and so did the Indian army, that while a truck could get though the pass - a tank could not.
A young officer ( the Late Brig P.K. Kuriyan) of the 7th Cavalry posted near by - took a measuring tape and measured the pass.
He then measured the tank he had - is was an old french one (AMX 76).
The pass dimensions would allow the tank to pass without its catapillars.
So he mounted the tank on one trunk and the two caterpillars on another.
That night he went through the pass with his trucks covered, assembled the tank and was able to welcome the invading army next morning.
The Pakistanis did not expect a tank so were not prepared with anti tank weapons.

I heard about this at the funeral of Brig P. K. Kuriyan a few years back.
Needless to say that his commander - "Sparrow" took the credit for this.
Every one at his memorial knew who was the creative one..

--- On Fri, 7/2/10, vijay batra <veekaybatra@...> wrote:

From: vijay batra <veekaybatra@...>
Subject: Re: [Trainers Forum] learning creativity from crooks
To: "k.r ravi" <createravi@...>, trainers_forum@...
Date: Friday, July 2, 2010, 1:42 PM

Dear Ravi,

Great incidents and equally great narration. I wish I could share some wonderful examples of creative thinking by soldiers while operating in various terrains and operational situations but can't due to security reasons.

Col Batra

From: k.r ravi <createravi@yahoo. com>
To: trainers_forum@ yahoogroups. co.in
Sent: Thu, 1 July, 2010 4:53:22 PM
Subject: [Trainers Forum] learning creativity from crooks

K.R.RAVI
WWW.KRRAVI.COM

CREATIVITY FROM CROOKS

It may not readily appeal to us Ã¢â‚¬â€œthis idea that we could learn innovative thinking from crooks. I believe we could take a leaf from how crooks operate and use these same ideas to do ethical things.
I was prompted to think along these lines when I had to perforce dip into my mental archive of old jokes to amuse my young grand nephew.
It so happened, so went the joke, that a rich man had to travel by train through Bihar.He had been told that the region the train travelled through was notorious for robbers . Since he had to carry a large sum of cash he was fearful.As bad luck would have it he noticed that one of his co- passengers sported a huge moustache and looked menacing.As the rich man settled to sleep at nightfall he knew that he had to summon all the wit at is command to emerge unscathed by morning.
The next morning the menacing co-passenger looked sheepish and could not resist asking the rich man where he had hid his cash.
'No problems telling you ' said the rich man as he got down at his destination. ' I hid it below your pillow' said the man to an astonished would be robber.
The second instance of creativity in action comes from a true story that is making headlines in the Bangalore media and maybe in other parts of India too.
I refer to the raging controversy about the Bellary Mining lobby. It seems that these miners received rights to mine in Karnataka. Everything seemed fine till someone discovered that the miners dug deepin Karmataka and then horizontallly into acres of mineral rich land in Ã¢â‚¬â€œhold your breathÃ¢â‚¬â€�a neighbouring state !! Had the miners not made so many political enemies this 'creative' activity could have gone on for decades.
Now my uncontrollable imagination tells me that such creative thinking could be used to solve some problems.
Let's look at the crisis that a state like Orissa faces. This state is blessed with abundant minerals like iron ore, bauxite , chromium ore etc. In most cases these minerals are situated on forest lands held by tribals for several thousand years and they are obviously most reluctant to leave these lands parts of which they consider to be Holy. This impasse means that minerals remain untapped, the tribals are poor the state is among India's poorest.
Can we take a leaf out of the book of our innovative miners in Karnataka and hand over land adjacent to the forests and permit industrialists to mine horizontally into tribal forest lands !?
Taking this thought process forward I suggest some ideas to counter the tendency in states like Tamilnadu and Maharashtra to replace English names with names of local heroes .In many cases local residents resent such name changes. In Chennai for instance the unpronouncable name of GOBICHETTYPALAYAM THANIKACHALAM PERINAYAGAM was suggested for a street .Can you blame the residents for expressing outrage?
'What a contrast from James Street !'was a reaction from one resident.
Now I have a 'creative' suggestion .In every instance where a street is sought to be renamed the law should require that one kutcha road in the city MUST be made pukka or one ill lit street MUST be well lit.
What kind of creative lessons can we ,learn from the moustached bad man-rich man story.
I cannot do better than narrate this true story that happened a few months ago.
Two executives of a private airline travelled to Patna to discuss with airport officials there a proposal to start flights to Patna . Meeting over the two executives named Bose and RajanÃ¢â‚¬â€�not their actual names--- returned to their hotel rooms. Suddenly a few heavily moustached dacoits barged in and asked 'Who among you is the boss Bose?'
'Bose has left for Mumbai' said Rajan with the kind of presence of mind displayed by the rich man in the train.
' Tell him that our company-- Bihar Dacoits corporation- -[Not the real name] MUST get the ground handling contract or else...' so saying they twirled their moustaches in unison amd marched away.
Bose shivered .Creative Rajan had saved his life.
When last heard the police have nabbed the daciots.How did they do it. That's another lesson in creativity. I shall tell that only on payment!Creativity does not come free.!

K.R.RAVI
WWW.KRRAVI.COM

#32642

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Sat Jul 3, 2010 8:04 pm
Subject:: Q&A: Retention Incentives

How Can We Use Cash With Other Incentives to Drive Retention?

[Workforce Management | July 01, 2010]

You first must address this key question: Why are employees leaving in the first place?

Q: Our IT product development company mostly serves large financial institutions. Although we have best practices in place for performance management and training, we continue to lose top-notch employees to some of these same companies that also are our clients. I'd like to know what combination of cash-based and noncash retention tools we could set up to help reverse the trend.

- Tired of Turnover, senior executive, software/systems, Bangalore, India

A: In some respects, this will be a difficult issue to address until you obtain one vital piece of information: the reason your employees are voluntarily leaving. This piece of information is critical to solving your retention puzzle. Spend some time collecting this information in whatever way possible to gain an understanding of the real problems - before you start throwing money at them. Indeed, this may not be an issue of compensation at all and instead may be caused by a variety of reasons. A well-crafted employee engagement survey can uncover significant needs within the current workforce. In addition, while exit interviews may seem outmoded, retaining a neutral third-party vendor to conduct them with key individuals who have left the organization could yield benefits. One of the reasons could be that some employees are more comfortable in a corporate setting, as opposed to a consulting environment.

Once you have determined some of the underlying reasons for the turnover, you can begin to develop specific interventions. Noncash programs will form a core component of any retention strategy. There are a number of low-cost ideas that you can implement to increase employees' levels of commitment to the organization. Recognition can be done in a variety of forms, and includes such things as enhanced job titles, gift cards, trips and awards. Intangible rewards also can be used effectively, and include things such as additional training and development opportunities, project leadership roles, and special task or process teams. Career ladders sometimes allow for promotions based on acquired and employed skills as opposed to actual supervisory openings. Mentoring programs can also create an environment of connection and support for high-potential employees.

If the organization determines that pay, incentives and/or benefits represent part of the challenge, then you will want to review the individual components of compensation and assess how they fit with your business strategy. This typically requires your firm to assess the competitiveness of your pay structures, total cash compensation and benefit systems. If necessary, adjust base pay to better match your marketplace. Examine recruitment strategies to see where you fall short in terms of pay offers. Implement a retention-incentive program on a project-by-project basis that provides for payment of part of the incentive into your retirement savings vehicle. Make sure vesting on these "company" dollars is not immediate.

Finally, you could also try to stop your clients from poaching your employees, although prohibiting this activity may be detrimental to your business model. Poaching may even be desirable in some cases. In any case, the company should review the consulting contracts with clients. Most client contracts stipulate at least the procedure, if not compensation, for hiring an employee from the consulting firm. However, be aware that no matter what you do with pay or incentives, there will always be companies out there that are willing to pay more than you do. In other words, they'll be willing to "buy" your employees if their skill sets are in demand. That is why the focus should be on getting employees engaged with your company. Engaged employees are committed and likely to stay longer and be more productive. In the long run, these are the people who make a difference to your business.

[Source: Bob Fulton, The Pathfinder's Group Inc., Glenview, Illinois, May 14, 2010]

Regards,

Harvinder

#32643

From: Harvinderjit Kaur <harvinderjit_kaur@...>
Date:: Sat Jul 3, 2010 8:16 pm
Subject:: Article: Three Tips to Enhance the Interview Process

Three Tips to Enhance the Interview Process

by Robert Hosking

With signs indicating the economy may slowly be emerging from the recession, many organizations are looking to make strategic hires. However, still-uncertain business conditions mean investing in the right candidates and avoiding costly hiring mistakes are more important than ever.

One of the best ways to evaluate job seekers during the recruiting process is by asking well-crafted interview questions that elicit insightful responses. Unfortunately, managers frequently rely on a list of standard interview questions that most job candidates have heard before. The result. Candidates offer practiced responses that add little dimension to what has already been provided in their application materials.

By giving standard interview questions a new twist, managers can gain further insight into a candidate's qualifications and personality, which will serve to enhance their ability to make smart hiring decisions for the organization.

Here are some common questions to avoid and suggestions for obtaining more informative responses.

1. Don't ask:

"Can you tell me about yourself?" This question prompts applicants to provide a summary of their resume, preventing managers from learning new information that may help differentiate the most promising potential hires.

Instead, ask:

"What professional accomplishment are you most proud of and why?" This question encourages candidates to describe a specific experience in their career so managers can gain insight into not only their best quality, but also what types of responsibilities and challenges they find most fulfilling. For example, an interviewee may talk about a cross-departmental project he coordinated. In addition to hearing about the person's management skills, managers can learn how he promoted collaboration among team members, tracked success and kept others motivated.

2. Don't ask:

"What are your strengths?" This is one of the most common questions posed by hiring managers, so job candidates often come to employment interviews with well-practiced responses.

Instead, ask:

"What is your greatest professional strength, and how has it helped you overcome a challenge in your career?" With this question, managers force potential hires to hone in on a particular ability and also describe how they applied it to a real-world situation. In addition, they can gain a sense of how candidates respond to on-the-job setbacks.

Along the same lines, managers should avoid asking applicants to summarize their weaknesses, but instead, ask: "Describe a time when you failed, and explain how you rectified the situation. "Managers can gain additional insight into how a job seeker deals with adversity and has learned from past experiences. For example, did he or she act immediately? Did the person solicit advice from co-workers? Did the individual have difficulty recovering?

3. Don't ask:

"Why do you want to work here?" Candidates naturally want to say the right things in order to improve their chances of being hired. Unfortunately, in an effort to demonstrate their enthusiasm, they may praise a potential employer in a way that borders on insincere.

Instead, ask:

"Why are you attracted to our company instead of one of our competitors?" It's better for managers to find out if applicants understand how their organization stands apart from the competition. They should encourage candidates to articulate why the organization is unique. This will allow managers to gauge not only a person's depth of knowledge about the company and its industry, but also if he or she truly wants to work for the organization.

[About the Author: Robert Hosking is executive director of OfficeTeam, a staffing service specializing in the temporary placement of highly skilled administrative and office support professionals.]

Regards,

Harvinder