My life is like that..

I asked one of my friends who has crossed 60 & is heading to 70. What sort of change he is feeling in him?
He sent me the following very interesting lines, which I would like to share with you all.....

• After loving my parents, my siblings, my spouse, my children, my friends, now I have started loving myself.
• I just realized that I am

not “Atlas”. The world does not rest on my shoulders.
• I now stopped bargaining with vegetables & fruits vendors. After all, a few Rupees more is not going to burn a hole in my pocket but it might help the poor fellow save for his daughter’s school fees.
• I pay the taxi driver without waiting for the change. The extra money might bring a smile on his face. After all, he is toiling much harder for a living than me.
• I stopped telling the elderly that they've already narrated that story many times. After all, the story makes them walk down the memory lane & relive the past.
• I have learnt not to correct people even when I know they are wrong. After all, the onus of making everyone perfect is not on me. Peace is more precious than perfection.
• I give compliments freely & generously. After all, it's a mood enhancer not only for the recipient but also for me.
• I have learnt not to bother about a crease or a spot on my shirt. After all, personality speaks louder than appearances.
• I walk away from people who don't value me. After all, they might not know my worth, but I do.
• I remain cool when someone plays dirty politics to outrun me in the rat race. After all, I am not a rat & neither am I in any race.
• I am learning not to be embarrassed by my emotions. After all, it's my emotions that make me human.
• I have learnt that it’s better to drop the ego than to break a relationship. After all, my ego will keep me aloof whereas with relationships I will never be alone*.
• I have learnt to live each day as if it's the last. After all, it might be the last.
MOST IMPORTANT ---

• I am doing what makes me happy. After all, I am responsible for my happiness, and I owe it to me.

Borrowed from Internet : The article is not mine but in thought and action it reflects my opinion and action 100%

How to unlock Creativity in your organization? How to resolve a problem using creative mindsets?

While evaluating the impact made on research when we really look beyond use of best proctices from the companies we admire like Apple; though this may also include the sectors like Media, Sports etc. is really immense.

The limitations are mostly predefined and come from the leadership - top down- a leader should know that encouraging the employees does unlock and stimulate creativity by unlocking the new ways of thinking.

Leaders should be like teachers that employees can look forward to talk, hear and follow

Lessons learned:

- Contrary to what many organizations and leaders believe, creativity is often laden with baggage biases and a cohesive environment is not easily forth coming. Just release the leash of productivity and performance.

- Creative success is not a result of sequential thinking process on the contrary free-flowing ideas and exploration is the key for best way to inculcate innovation.

- Time bound and mile-stone based achievement management styles are the nightmare of creativity such that the organization more often than not miss out on a noteworthy instance, product or opportunities.

- Expert base management knows to value only what has been predicted / forecast  ie. looking beyond on predictable often overruns the humble and creative inputs, as it simply cannot accept something could happen otherwise.

- Its not the re-aligning the people or process which makes the creativity bloom rather its the inculcating the culture of the self-respect and unconditional appreciation that does the trick by creating an aura of self-achievement.

- Being overly cautious and focused hampers the joy of being creative.

- Coney trust and Acceptance mindset will bring in a fresh air than forcing stale air on by being conservative or pessimistic.

Creating a winning Team

Is it impossible? There seem to be a clash of generations, same rewards and recognition may not motivate all generations in the same and expected manner.

Is it impossible? There seem to be a clash of generations, same rewards and recognition may not motivate all generations in the same and expected manner.

As per Army War College : the volatility, uncertainty, complexity, and ambiguity (VUCA) of the world after the Cold War,

this concept is of individual recognition and rewards is gaining new relevance as the conflict among gen X, Y and Millennial and baby boomers as the conflicts are on the fore.

Tips :

- Empathy and kindness go a long way to create a winning team

- Making the Customer Service, productivity, Innovation and Individual attention, the core of operations, is a possible way out to handle and deal successfully with the multi gen teams.

- Motivate correctly? Use the best practices - how to motivate (as per Forbes)

- Timing : is everything, Recognize the efforts then when the efforts are on,

- Contextual - Recognition must match the context.

- Genuine : genuine recognition goes a long way.

- Value : Value your employee to get value :

- Contentions may arise as who is more motivated and by what ?

Millennial are much more motivated by appreciation, whereas,

Gen-X misses on this, though appreciation also adds value to motivation.

In my opinion: the recognition must be genuine and must be meant like that only. Besides everyone knows how is he being perceived (valued) within a team. So work to add value - monetary recognition and rewards may skew this notion of adding value, it may look appropriate also at times, but not always. Just need to remember and keep in mind employees are not just nice smelling and talking creatures walking around on 2 legs.

These very people do all the dirty work for you, which makes your shoe shine. These are the people who are putting the best of their life so that the organization will outlive them. Every ling employee will have his own aspirations, Gen-X or millennial in its own different way.

Comments and discussion around are always welcome.

Agree dis agree ?
Article posted at Linkedin.com

Money Talks - Facts

Finance experts can be trusted till disaster knocks.

Of late we are being told that the financial markets should be left to regulate themselves as these are self-healing in nature.

Are the our markets already so efficient that these can not beaten only by themselves - AI in market theory?

Banks keep very thin security-play-room : exposure to equity ratio?

Interestingly the sell price of "Derivatives" in a market is based on the value not cost of the "products", while having no direct connect.

Knowledge of jargon being thrown around is only good to be participate in a discussion, else these are meaningless to the extent of being senseless.

The same is posted at by me

https://www.linkedin.com/feed/update/urn:li:activity:6556387984160194560/

A must for leaders

Leaders must: 
                  Have - “servitude” to “add value”. 
                  Be - In-transient, creative, cooperative and flexible. 
                 Clarify vision - to the customers, stakeholders, employees and soulmates alike. 
                 Listen – to the customers when they propose new solutions and contemplate more often.       
                Approach - the customers and answer the queries and not ignore these. 
               Move - quickly to acknowledge and grab an opportunity.

Take time for languages : fungame to promote languages

दोस्तों

*हिन्दी -उर्दू और अन्य राष्ट्रीय भाषाएँ बोलने का प्रयास करें!*

*ये हैं वो अंग्रेज़ी के शब्द जो आप रोज़ इस्तमाल करते हैं, इन अंग्रेज़ी शब्दों को छोड़ कर अपनी मातृभाषाओँ का इस्तमाल करें:-*

Honest-ईमानदार - निष्ठावान
Wait-इंतेज़ार - प्रतीक्षा
By chance-इत्तेफ़ाक - संयोग
Only-सिर्फ - केवल
Matryr-शहीद
Believe-यक़ीन - विश्वास, भरोसा
Welcome-इस्तक़बाल - स्वागत
Use-इस्तेमाल - उपयोग, प्रयोग
Book-किताब - पुस्तक
Country-मुल्क - देश
Loan-क़र्ज़- ऋण
Appreciation-तारीफ़- प्रशंसा
Blame-इल्ज़ाम - आरोप
Fault- अपराध, ग़लती
Thanks-शुक्रिया - धन्यवाद
Hi-Hello-सलाम - नमस्कार
Popular-मशहूर - प्रसिद्ध
if-अगर - यदि
Objection-ऐतराज़ - आपत्ति
Politics-सियासत - राजनीति
Revenge-इंतक़ाम - प्रतिशोध
Respect-इज़्ज़त - सम्मान
Area-span-इलाक़ा - क्षेत्र
obligation-एहसान - आभार, उपकार
thankless-अहसानफ़रामोश - कृतघ्न
Concern-issue-problem-मसला - समस्या
Ad-publicity-इश्तहार - विज्ञापन
Exam-test-assessment-इम्तिहान - परीक्षा
Approval-acceptance-क़बूल - स्वीकार
tied up, have limitations, मजबूर - विवश, Have no choice-लाचार
Approval-मंज़ूरी - स्वीकृति
Passed away-इंतक़ाल - मृत्यु
Let down-बेइज़्ज़ती - तिरस्कार
Sign-दस्तख़त - हस्ताक्षर
Surprised-हैरान - आश्चर्य
Try-कोशिश - प्रयास, चेष्टा
Luck- क़िस्मत - भाग्य
Decision-outcome-फैसला - निर्णय
Right-हक़ - अधिकार
possible-मुमकिन - संभव
Duty-फ़र्ज़ - कर्तव्य
Age-aging-उम्र - आयु
Year-duration-साल - वर्ष
With due respect-शर्म - लज्जा
Doubt-call out-सवाल - प्रश्न
Response-जवाब - उत्तर
Responsible-ज़िम्मेदार - उत्तरदायी
Success-फ़तह
Capable-क़ाबिल - योग्य
Near by-क़रीब - समीप, निकट
Life-ज़िंदगी - जीवन
Reality-हक़ीक़त - सत्य
Lie-झूठ - मिथ्या
Soon-जल्दी - शीघ्र
Award-इनाम - पुरस्कार
Gift-तोहफा - उपहार
Treatment-इलाज - उपचार
Instructions-हुक्म - आदेश
Doubt, question-शक - संदेह
dream, aim-ख़्वाब - स्वप्न
Transformed- तब्दील - परिवर्तित
fault-क़सूर - दोष
Not at fault-बेक़सूर - निर्दोष
Successful- कामयाब - सफल
Servant, employee-ग़ुलाम - दास

शब्दार्थ और प्रयायवाची शब्दों के इस खेल को अपने परिवारवालों और दोस्तों के साथ खेलें। उन्हें अंग्रेज़ी का शब्द बताएं और वे आपको हिंदी उर्दू में अर्थ बताएँगे। खेल अच्छा लगे तो काबुलीवाला के 9910894049 (you can even post these here and promotion groups to add more and more) नंबर पर रोज़मर्रा में इस्तेमाल किये जाने वाले अंग्रेज़ी के 5-10 नए शब्द उनके हिंदी, उर्दू, पंजाबी या और अन्य भाषाओँ के अर्थों के साथ भेजें।

भाषाओँ के इस दिलचस्प खेल को चलाये चलिए।

* भाषाएँ बचाइये, संस्कृति बचाइये।*
काबुलीवाला

SuperLeadership

Konventionelles Führungsverhalten lässt sich in vier Kategorien einteilen: 
"Direktive Führung", 
"Transaktionsführung" und 
"Transformationsführung" sowie 
"SuperLeadership"

1. "Direktive Führung",

Dieser Managementansatz stützt sich auf eine aktivitätsbasierte Ausrichtung und hilft neuen Mitarbeitern, die eine Anleitung benötigen. Menschen mit einem hohen Kompetenzniveau in ihrem jeweiligen Bereich können feststellen, dass sie diese Art der Führung ausüben, weil sich andere Mitarbeiter an sie wenden, um sie in ihren Fachgebieten zu beraten, unabhängig davon, ob das Unternehmen sie als Leiter bestimmt oder nicht. Bei übermäßiger Verwendung kann dieser Ansatz verhindern, dass Untergebene ihre Fähigkeiten entwickeln.

Um dieses Problem zu vermeiden, begann der frühere CEO von Cisco, John Chambers, die Kultur von Cisco zu ändern, um die Beteiligung der Mitarbeiter an der Entscheidungsfindung zu erhöhen.

Als er die Schwierigkeiten der Firma während des Zusammenbruchs von dot.com betrachtete, stellte er fest, dass 10 Personen alle Entscheidungen der Organisation trafen.

Jetzt verfügt Cisco über interne Gremien und Räte, die die Entscheidungsfindung beschleunigen. Dies macht Cisco agiler als Unternehmen, die nur Top-Down-Führung einsetzen.