Lapaas Digital

Category: Productivity

  • Everything About The Agile Leader | Project Manager Role in Agile Leader

    Everything About The Agile Leader | Project Manager Role in Agile Leader

    This Blog is about What is The Agile Leader? What role a manager or a leader can play in Agile teams? Also What is Project manager role in agile.

    WHAT’S IN IT

    Introduction: The Agile Leader

    The Agile Leader

    This is one of the most talked-about roles whenever we introduce agile people come up with our perception that Agile is against managers.

    Yes we want to create a self-organizing team but we do need a leadership role in it but we don’t need micromanagement where people assign task and take status in the evening.

    So we don’t need that kind of managers but we need leaders who facilitate create teams that can manage themselves and produce good outcomes.

    Let’s discuss what role a manager or a leader can play in Agile teams.

    Servant leadership

    In Agile environment, we expect leaders scrum masters manage to be a servant leader.

    What does it mean it means the leaders who served the team and lead by serving them.

    Means a leader who creates an environment solved problems for the team and let the team perform, creates a basic infrastructure, creates a basic environment where people can trust each other.

    People can share their knowledge, People can experiment they can do their desired work rather than directing and monitoring.

    This leadership says okay this is your goal you know how to achieve it and I am there.

    If you face any problem I am at your service to help you and solve the problems which are raised by the team.

    So if you have any problem. You can assign work to me rather than I assign work to you and I solve those things I serve you and I lead you, people, by serving you and that is a leader and servant leadership mindset we need in Agile leaders.

    Adaptive Management

    Since Agile is all about adaptation Agile is all about accepting that change is a way of life.

    The agile leaders should believe in changes should believe in flexibility. They should not talk we have been doing this for 10 years and this is the best way of doing it rather than.

    Yes we have been doing this for 10 years but let’s explore do we have a better way of doing it so these leaders are open for change.

    Coaching and Mentoring

    Traditional leaders were also expected or many times. They were performing the role of coach and mentor for their team member.

    The same approach the same role has to be played by agile leaders as well agile leader needs to coach and mentor their team so that team becomes self-organized and produces exceptional results.

    Focus on What Not Now?

    So what does it mean the focus of an agile leader is towards cold rather than about steps so it’s like leading stats to the thing that you figure out how you want to do it but I facilitate you. I give you a direction to tell you what we need to achieve.

    So Agile leaders are expected to set goals rather than giving a detailed instruction about How to achieve those goals? Because how part is expected to be known better by the team members.

    The developer moves better how to code you just tell me what you need so Agile leader focus is on getting the needs the focus the goals communicated and they encourage the team to find out the best way of achieving it.

    Build Trust

    an agile leader building trust in the team

    Leaders should build trust in the team how many times this word trust and transparency. They keep coming in interchangeably and I believe in my personal opinion that we don’t get transparency till the time we have trust.

    I will not come to you and tell you that I have a problem in my code. If I know that you will start shouting on me if I do not come to tell you that this work.

    I estimate for 10 hours but now it looks like if you take 20 hours if you react on my this statement I will avoid telling you this thing.

    So the managers are the leaders in Agile organisation. Create an environment where people build trust with each other and they do share status.

    We create an environment where we focus on problems, we focus on solving issues rather than who is raising it and who is stuck into a particular issue so more focus on work more focus on work follows more focus on producing outputs.

    Customer Delivery Focus

    We need to focus and create an environment where people start thinking about customer delivery now. Many time tradition leadership focuses too much on utilization focuses.

    Too much on times sheets focus. Too much on How much time you have spent in XYZ activities in Agile leadership the focus should be what We have delivered today, What value we have achieved in this particular duration.

    So move teams from activities towards customers focus towards outcomes.

    Outcome Over Output

    This is the same statement going forward that rather than focusing on I have turned this much amount of code and I have done this much of amount of testing.

    We need to focus on that we have solved customers problem which result has been achieved so the manager should create an environment where people start thinking about outcomes rather than output.

    Sustainable place

    The most important part of an agile manager is to create a team that works at a sustainable place.

    You may find many teams working overtime once in a while it is ok. But you cannot keep working overtime because it’s not sustainable. People will start leaving the team people will get burned out they will have different type of behaviour.

    So, as a manager, he needs to ensure that people work at a sustainable place and produce a predictable output so the business delivers delivery can be met.

    Project Manager Role in Agile Leader

    When we talk about the agile leaders and managers roll many times end up getting a question that do we have a project manager in agile and What is the role of a project manager in agile.

    So fast thing is that many methods in Agile do not have a role called project manager.

    But much Agile organisation who are following hybrid methods or who are following I think some there homegrown agile processes they do have a project manager role.

    A project manager the traditional project manager was growing communication task allocation coaching all those roles alone in case of agile environment.

    The management role goes to the team they are expected to self-manage the project manager or whoever is the leader is responsible for creating the team.

    Which can himself manage the communication roll requirement gathering role which project manager used to do much time goes towards product management product owners or business analysis as a site.

    The Primary role which is usually left to a project manager is an agile organization is helping the team to interact with cross-functional teams from the external team and also helping the team to remove implements, remove blockers which they cannot remove on their own.

    So again like a facilitator, mentoring, coaching, direction role where we do trust the team can deliver.

    We just need to create the good environment and project manager also works for the same goal creating the best environment possible for the team so they can perform the best.

    role of a project manager

    Conclusion

    An Agile leader is a kind of leader who facilitates creating teams that can manage themselves and produce good outcomes.

    In an agile organisation, the primary role of a project manager is to make the team stronger by guiding them how to remove the hurdles.

    Even if you want to create a self-organizing team but you need a strong leader to give the team members a right direction. An agile leader is the one who can adapt himself in any situation and work efficiently and also motivate his team to do the same.

    Also, you can read our blog on Leading Peers – Learning How to Manage Former Peers

    FAQ’s

  • Leading Peers – Learning How to Manage Former Peers

    Leading Peers – Learning How to Manage Former Peers

    In this blog, we are going to explain Leading Peers – Learning how to manage former peers

    One measure of leadership is the calibre of the people following you.

    Let’s Say!

    You are working and growing with a company. You are working hard to get your best out of yourself. And, one day your hard work is paid off. Your HR informs you that now you are going to lead the team you were working with.

    What could be your reaction?

    Excited!

    Right?

    But then, the very next moment you realize that you will have to lead your team with whom you were working for so long. In other words, you need to lead your peers.

    Now, it seems more challenging! Right?

    This is a very common situation in any usual organisation. In such situations, one often gets into awkward situations and gets ambiguous thoughts regarding this. 

    Everything goes great if the former peers and you had a great relationship. Their deep friendship could participate in your growth and others could be happy for you. 

    But, this turns to be untrue if even one of the peers is not happy with the HRs decision, and thinks that he/she was more capable than you and deserves to be the team leader. This may lead to further resentment.

    In such cases, their strong belief of you not being capable enough to lead the team can also make one diffident and lose their self-confidence to be in the position, especially if that person is close to you.

    This could be the worst that could happen. We understand that this is a very delicate situation. And, acting according could be equally challenging.

    There cannot be any mathematical formula to crack such problems but could be some helpful guidelines. So, let’s have a look at what should and shouldn’t be done in such situations.  

    WHAT’S IN IT

    How to take the offer of Leading Peers?

    The first and foremost thing is to realize that you have been chosen as a Leader for a reason. Whatever may the peers think about it, doesn’t change the decision. 

    This is the company’s decision taken by some experienced leaders, and it is equally inevitable. So, you must embrace it with gratitude, relax, be confident and use these feelings to fight the upcoming challenges.

    Leading Peers

    Types of People and How to deal with them:

    Firstly, Supports the decision–

    These are the people who you will find always supporting you. They are hopeful of the situation, as they know that since you have worked with them so long, you know the areas where they are facing difficulties, and you could be the one helping them.

    They are also the motivated ones who will feel that just like you have been rewarded for your hard work, the same could happen to them.

    You’ll often find yourself talking to them, and they would be making close relations with you. Since they establish a friendly relation with you, they could be the ones who can tell you the fault in your decisions. 

    The mistake one can do here is that you can become so comfortable with them, that they can easily take advantage of you. 

    Solution:

    Here, you will have to realise and make this clear that their ideas and suggestions regarding your decisions are always welcomed. But, still, you are the one making the final decision.

    You might need to make some tough decisions in the favour of the company in the long term even if these supporters are against it.

    Secondly, Doubts the decision- 

    There will be some people who would not be happy with you being the team leader. Either they would have someone else to suit this position, or they would think that rather they are more deserving than you are.

    These kinds of people are the ones who result in major problems. Messing with them would cost you hard for leading these peers.

    They usually observe you more closely, find your flaws and gaps, and would be the ones complaining about it publicly. Sometimes, even spreading rumours about you.

    How to lead your peers

    Solution:

    You can either simply ignore them and continue with your work. But sometimes even this could be dangerous. 

    So the next thing is to confront them. Confront here does not mean fighting or argue with them. Instead have a conversation with them, where you’ll be removing the elephant in the room right away. 

    Talking about the elephant in the room

    In the conversation, you need to tell them that you also admire the quality of their work. Here, try to find their quality and address them.

    Accept it in front of them, that it might be difficult to accept that the company has chosen you over him/her, but ultimately it is the company’s choice.

    You need to tell them that if they have any suggestion or idea, they are always welcome, but there could be certain situations where you might not agree with their solutions.

    There you would be taking decisions against their will, and you would need their support.

    As it is known popularly, “Once I addressed the elephant, we were able to kick him out of the room.” You will also find the situation would be much in control.

    Thirdly, and most importantly, Worries about the decision-

    These are the people who struggle within their mind. You being the new leader of peers would bring change and they fear change. 

    They would imagine millions of mishaps in their mind that could happen because of the relationship they shared with you previously. 

    They fear that they could be replaced, or misled. Or they could be just fired.

    Solution:

    In such situations, it is always the best approach to let them speak up about their concerns, no matter how implausible they are.

    How to use your previous position’s advantage?

    Leading Peers - Learning how to manage former peers

    Being a leader of the team you were working with previously could be the best thing possible only if you know how to use your previous experiences.

    As you were working with the team for a while, you might have a closer knowledge of the personal qualities of the individuals in the team. You might be aware of their strengths and weaknesses.

    This is the point where you can take advantage of it. You can easily delegate work among the team members accordingly.

    This can be fruitful in building relations with the members. As they are also aware of the problems you already know of what they are facing and you were unable to do anything previously. 

    This is your take now. You could now address them individually and come up with a solution for them.

    Conclusion

    In conclusion, Now if you got the opportunity to lead your peers then you need not worry. You know how to take this offer as well as you now know What Types of People can be and How to deal with them.

    If people have selected you as their leader, then you should understand that there is something in you that is different from rest of the people. Focus on your strengths and sharpen them. This will also boost your confidence.

    Also you can read our blog on The Agile Leader

    FAQ’s

  • How to Improve Employee Efficiency with KRA and KPI

    How to Improve Employee Efficiency with KRA and KPI

    An efficient team can achieve more perfectly their goals. So here we are going to explain the efficiency with KRA and KPI.

    Efficiency is the capacity to do stuff properly, strongly, and without waste. The role of efficiency in achieving goals and objectives is important.

    WHAT’S IN IT

    Employee efficiency

    Employee efficiency KRA and KPI

    For completing any of the tasks, an employee must do their work effectively and efficiently.

    The main difference between effective and efficient is effective is about doing the right things or producing the result that is wanted, but efficiency is producing the desired results on time with optimum utilization of resources like without wasting time and money, etc.

    Employee efficiency plays an important role in any organization if an organization wants to achieve their objectives then its employees must be effective. Employee efficiency can be of two types static or dynamic.

    Static efficiency refers to making improvements in the existing process and dynamic efficiency means continuous development of new processes and creating new opportunities.

    Factors that can boost employee efficiency are

    Good environment

    A good and fresh environment brings positivity to workers’ minds.

    Team Work

    Team Work with Kri and KPI

    Working in a team increases the morale of the workers and this will help in achieving goals easier.

    Promotion scheme

    If a worker performs their task correctly, then the company must reward them. So they can feel good about making progress. It also helps them in setting new goals.

    Establish a team trend

    If an employee is not performing it will ultimately affect team goals as well as organizational goals, but sometimes it will not indicate that poor performance indicates poor employees sometimes employees are not able to achieve their target so this problem should be solved by the manager.

    Work according to skills

    Work with Skills of KPI and KRA

    Work should be allocated according to a skill like a person good in accounting must be placed in the financial department, if it is placed in any other department, his skill will not be useful for the company and him also.

    Job security

    If an organization is providing job security to an employee then he or she can do work peacefully without any burden but if job security is not there then workers should always worry that they can be expelled from the job at any time.

    Company member 

    The company should treat its workers as a family and this will increase the worker’s faith in the company. The company should provide time to time bonus to their employee so their attachment towards the company will never go down.

    Communicate effectively

     Manager should communicate properly with their employees. He should explain the task properly to the employee so that he can achieve them easily.

    If an employee has some idea then he can discuss it with the superior and if the superior likes his idea so they can implement it on the project. 

    Motivation

    Motivation

    The manager or top-level executive, keep motivate their subordinates and this will increase their efficiency. 

    Give each other feedback

    Fill feedback form from every employee and In feedback, you can ask about their interest in their skills so later, an organization can fix its position or allot their work in the company easily.

    Key Result Areas

    Key Result Area or KRA are general parameters that an organization fixed for a specific purpose. KRA define the job profile of the employee and gives better clarity of their role. KRA is based on a job description of a person.

    Employees are solely responsible for KRA assigned to them and a good KRA must include ongoing responsibilities of the position and the purpose and benefits of performing these responsibilities.

    KRA can be used to measure performance with other modules like goals, skills, objectives, etc. Different employees have different KRAs.

    KRA is the process on which an employee has to concentrate during a year, for example, a person working in a manufacturing firm has a different KRA than a person working in an IT firm.

    A person working in a manufacturing firm would focus on budge while a person working in an IT firm would focus on introducing new technology.

    KRA may be an internal or external factor for an organization. Key result areas sometimes referred to as critical success factors also. 

    How to write Key Result Areas?

    Key Result Areas and key Performance Indicator

    While writing KRA, you have to remember some key points:

    • KRA is based on job description go through the job description of the employee and then discusses it with the manager after discussion. The job description provides the expectations that are required of them in a role.
    • Find out how an employee would contribute to an organization process and what an employee is supposed to achieve.
    • Set goals for employees according to responsibilities and also write a description of every goal.
    • While describing all these goals, every factor must be described fully.
    • Ask employees what makes their position essential to the success of the company.

    Key Performance Indicator

    A KPI or Key Performance Indicator is a measurement value that measures the performance of the company and also gives details about how effectively the company is achieving business objectives. KPI is used to evaluate the success of the Organizations.

    High-level KPI may focus on the overall performance of the organization while low KPI focus on department performance like the sales department, HR department, marketing, etc.

    In term of developing a strategy for KPI your team start with the basic and understand what’s your organizational objectives are, and how you can achieve your goals.

    Some KPI example according to department managerial KPI gives an overview to top-level executives, financial KPI record the performance of a business in its transaction, expenses, sales, and profit, sales KPI provides you with the sales transactions and process.

    How to write a Key Performance Indicator?

    kpi key performance indicator
    • The first and most important thing is to mention your objective clearly for your KPI.
    • Second, define your success.
    • Third share or discuss your KPI with your superior.
    • Update your KPI objectives as needed.
    • The next step is to decide your measurement.
    • And the last step is to write your SMART (Specific, Measurable, Attainable, Relevant, Time-bound) KPI.

    Make sure that your KPI is an actionable form, for this, you have to remember the following points.

    1. Review business objectives.

    2. Analyze your current performance.

    3. Set short and long term KPI targets.

    4. Review targets with your team.

    5. Review progress and readjust.

    Difference between KRA and KPI

    Basis KRAKPI
    Meaning Key result area or KRA are general parameters which organization fixed for a specific purpose. KRA define the job profile of the employee and gives better clarity of their role.A Key Performance Indicator is a measurement value that measures the performance of the company and also gives details about how effectively the company is achieving business objectives.
    What is it?It is a strategic factor.It is metric.
    NatureIt is qualitative in nature.It is quantitative in nature.
    UseOutline the scope of the job or product. Evaluate the success of the goals at various levels.

     Conclusion

    KRA and KPI both play an equal role in any organization. KRA helps in achieve specific goals while KPI helps in achieve the overall goals of the organization.

    The relation between KRA and KPI is if an organization makes new goals, so an organization needs to follow KRA and KPI strictly so that they can achieve desire targets.

    Also read our blog on How to Develop an Effective Marketing Plan in Just 7 Steps

    FAQ’s

  • How Self-Confident Are You? Improve Self-Confidence by Self-Efficacy

    How Self-Confident Are You? Improve Self-Confidence by Self-Efficacy

    Self-Confidence is one of the most sought after qualities in today’s world.

    That makes sense too and why shouldn’t it? Who doesn’t want to hang out with someone who is oozing out the “Can Do” attitude?

    Undoubtedly this one quality can help us to achieve success in almost all aspects of our life whether it’s sport, education or relationship.

    On the other hand lack of Self-Confidence is straightaway an invitation to a number of uninvited guests in our lives.

    Like low self-esteem, unpleasant feelings, sadness etc. As it’s said that one thing leads to another.

    You never know when sadness becomes depression and when that low self-esteem starts not only affecting our mind but starts taking a toll on our bodies.   

    Hopefully, it’s possible to increase your Self-Confidence, no matter in whichever state of mind you are in. I’ll say this though that it’s neither a cakewalk nor an overnight process.

    It’s a long road full of obstacles, but in the end, it will take you to the paradise city. In this journey Self-Efficacy is the key to becoming a Self-Confident person.

    Now the question arises: What is Self-Efficacy? Let’s discuss this in brief.

    WHAT’S IN IT

    What is Self-Efficacy?

    What is Self-Efficacy

    Self-efficacy is a personal judgment of “how well one can execute courses of action required to deal with prospective situations”.

    This concept was proposed by the Canadian-American psychologist Albert Bandura.

    Given the personal nature of Self-Efficacy, it makes it one of the most important as well an effective aspect to build a Self-Confident personality. 

     According to Bandura, there are four main sources of self-efficacy beliefs which are as follows:

    • Mastery experiences
    • Vicarious experiences
    • Verbal persuasion
    • Emotional and physiological states

    Before I move forward and shed some light on these beliefs some of you might be wondering and asking yourself: So what’s the difference between Self-Efficacy and Confidence?

    This difference is very well defined by Albert Bandura in his book himself and which goes as follows:

     “Confidence is a nondescript term that refers to the strength of belief but does not necessarily specify what the certainty is about.”

    For Example, I can be supremely confident that I will fail at an endeavour. 

    “Whereas perceived self-efficacy refers to belief in one’s agentive capabilities, that one can produce given levels of attainment”.

    See: Self-Efficacy: The Exercise of Control, 1997, p. 382

    Self-Efficacy

    4 Sources of Self-Efficacy Beliefs

    • Mastery Experiences: This refers to when we accomplish a task. This teaches us that since we were able to do this once, we can do it again. Though failing to accomplish a task can weaken one’s Self-Efficacy. Still remember practice makes a man perfect.
    • Vicarious Experiences or Modeled Behaviour: According to Bandura, “Seeing people similar to oneself succeed by sustained effort raises observers’ beliefs that they too possess the capabilities to master comparable activities to succeed.” 
    • Verbal Persuasion: Sometimes a simple “You can do it” is enough to do the trick. Words of encouragement have a positive impact on us. When others are confident in our ability to do something, it helps in clearing the cloud of self-doubt. We have witnessed this number of times in our lives: 
    • For example: When an Employer trusts in the ability of his employee to accomplish a task, the person is already going to perform at a higher level.
    • Emotional and physiological states: Our own emotions and physiological state affects the level of Self-Efficacy. As Bandura notes “it is not the sheer intensity of emotional and physical reactions that is important but rather how they are perceived and interpreted.” 
    • A person who is already suffering from some sort of depression would have a hard time believing in himself. Also, let’s say if someone is suffering from some sort of physiological challenge maybe an injury or health condition would find it hard to maintain a higher level of Self-Efficacy. 
    • Now it’s hard but not impossible. One way to have a positive level of Emotional state is to surround yourself with positive people and those who encourage you to do better.

    Importance of Self-Efficacy

    Believe in yourself and you’re halfway there. Most of us are aware of our self -goals and generally we do know the path which will lead us to our goal.

    Still, some can achieve their goals and some don’t.

    One of the big reasons behind this is the approach, the approach with the right attitude of believing in your abilities to perform the tasks required.

    This is where Self-Efficacy plays a major role.

    Let’s see how different levels of Self-Efficacy changes the approach of a person.

    .People with a strong sense of self-efficacy:

    • View challenging problems as tasks to be mastered
    • Develop a deeper interest in the activities in which they participate
    • Form a stronger sense of commitment to their interests and activities
    • Recover quickly from setbacks and disappointments

    People with a weak sense of self-efficacy:

    • Avoid challenging tasks
    • Believe that difficult tasks and situations are beyond their capabilities
    • Focus on personal failings and negative outcomes
    • Quickly lose confidence in personal abilities
    importance of self efficacy

    How to improve Self-Efficacy

    So far we have established the importance of Self-Efficacy in our life and how it can help us to progress in different aspects of our life.

    We have also seen how a person with a higher level of Self-Efficacy will approach one’s life as compared to one with a lower level of Self-Efficacy.

    The good part is that we can increase our level of Self-Efficacy and have a positive impact on our lives.

    For this, we focus on 4 Sources of Self-Efficacy Beliefs and derive some methods or steps we can take in our daily life to achieve our goal.

    Again remember this is not an overnight process and will take some fair share of your time. Just keep in mind “It’s all worth it”.

    Without further ado let’s see steps to improve Self-Efficacy.

    Steps to improve Self-Efficacy

    1. Set Small Goals: Sometimes we overwhelm ourselves with our expectations & big tasks.

    When we fail to accomplish such tasks we get demotivated. One should start slow & break the bigger tasks into smaller chunks.

    For Example: Let’s say you are preparing for an entrance exam & decide to make a schedule.

    Now don’t assign 8 hrs of study the very next day. Give it some time, maybe start with 2 hrs a day and gradually increase the time.

    2. Create a Positive Environment: Be in the company of people who believe in your ability & encourage you to accomplish your goals.

    Positive vibes from people around you will affect you. Now the positive environment is not only limited to people.

    The same applies to your workplace, kitchen, bedroom etc. A messy bedroom will already occupy some unnecessary space in your mind.

    Talking about the workplace stick a motivational quote every week or have a small plant at your desk.

    4. Role Model: A role model is a person someone looks up to, because of admirable traits. Anyone can be a role model for you.

    It’s not necessary that it needs to be someone older than you or a celebrity. It can be someone in your family or from your friend circle.

    A role model is a person who shows you what’s possible. Additionally, there is a lot one can learn from them like hard work, determination and dedication.

    Just learn from them and try to incorporate some of their qualities in your life.

    5. Avoid Comparison: Self-Efficacy is about ourselves & the prefix is an indicator of that.

    When we see others winning, meanwhile we are losing & starting comparing ourselves creates a problem.

    Eventually, we start seeing ourselves in a negative light without even knowing the effort and time the person has put. 

    Conclusion

    Self-Efficacy is something we can learn and are not born with.

    This is the most important takeaway from this article. This is a process and will take time.

    During your journey at times, you’ll see no progress. Don’t get disheartened buy it, just remember the principles and continue.

    Just say this to yourself “This too shall pass”. 

    Also you can read our blog on Stay Focused While Working From Home- How to Work From Home

    FAQ‘s

  • Everything you need to know about Transformational Leadership

    Everything you need to know about Transformational Leadership

    Today we are going to discuss transformational leadership you might have heard about this. We explore How to develop transformational leadership incoming blog.

    WHAT’S IN IT

    Transformational leaders are motivated, engaged, satisfies have a positive attitude, experience, less stress and Burnout and perform at higher than expected levels.

    To be a transformational leader one is required to perform behaviours that fall roughly into four broad categories:

    Transformational Leadership

    Idealized Influence

    Idealize influence includes behaviour that involves becoming a strong role model for your followers or your subordinates.

    You can become a strong role model by working very hard and also by setting a positive example for everyone around you.

    If your followers see you working conscientiously and diligently day in day out. Odds are that they will begin to respect you and admire you.

    Secondly, you can become his strong role model is by being uncompromising ethical through your words.

    You can communicate to your followers that you have high moral and ethical standards and throw your actions.

    You can communicate that you stick to your high moral and ethical standards even when the going gets tough

    The third way would be to emphasize to your followers the importance of having a common mission and make self-sacrifices.

    To help your followers to realize that mission enacting such behaviours will earn their respect and also they will want to identify with you and what you stand for.

    Inspirational Motivational

    Transformational Leadership

    It involves developing a promising vision for the future and then clearly communicating that vision to your followers through the use of inspiring stories vivid imagery and captivating symbols.

    It also includes making emotional appeals to your followers and urging them to work harder and go above and beyond their Rules and responsibilities.

    In the pursuit of this shared vision Such appeals especially if made by someone that they greatly respect and admire often result in a high level of commitment and performance.

    Intellectual Stimulation

    Includes encouraging followers to look at the day to day problems from a different perspective and also allowing them to come up with Creative Solutions to those problems.

    It also involves supporting your subordinates as they think outside the box and try new methods to solve existing problems.

    This might mean that you might have to have a certain amount of tolerance for mistakes that are made in the process.

    Because thinking outside the box and developing Creative Solutions can sometimes backfire.

    A Good transformational leader does not let the fear of mistakes constrain the creativity of his or her subordinates and also provide them with a supportive environment where they can take a calculated risk.

    Individualized Consideration

    This includes helping and guiding your followers to meet their goals. It also involves providing a supportive environment and carefully listening to their requirements so that you can help them to fulfil those needs.

    The type of coaching you can offer your followers may vary depending upon who needs help for some followers.

    You might have to provide explicit guidance regarding How to get work done while for some others. You will offer them the resources that they need and help them find out the solution on their own.

    These are the four types of behaviour which if you perform consistently will make you a transformational leader.

    That people respect and admire and as noted previously decades of research has shown that being a transformational leader pays huge dividends.

    Difference between Transactional and Transformational Leadership

    These are two common styles of leadership one is called transactional and the other transformational.

    Once you have read through these two types.

    You will be able to take a quick assessment to determine your current leadership style while transactional leaders would usually work with boundaries and have set stabilized outcomes a transformational approach is future conscious and dynamic.

    Transactional leadership

    If you are a transactional leader you be task and result-driven while adhering to strict organisational boundaries additionally you had been motivated to reward people and evaluated performance regularly.

    You will be focused on ensuring activities are complete efficiently and effectively.

    This style of leadership can become especially useful when dealing with strict deadlines and are constrained with resources.

    It maintains group dynamics while evaluating how each team member or employee performs a given task.

    Transformational leadership

    If you are a transformational leader you focus on engaging and enthusing employees making sure they understand how their work will help deliver your vision within the company and the values of the organization.

    As a transformational leader, you lead by example while inspiring your team to drive change and achieve a common goal.

    There are important differences between transactional and transformational leaders.

    The transactional leader will understand how rewarding someone will result in more effort being made.

    A transformational leader will motivate their staff to get the best out of them without having to constantly reward. Transactional leadership is more reactive to present concern.

    A Transformational Leader is more hands-on and by doing this creates higher expectations in the workers.

    A Transactional leader will use a method such as a carrot-and-stick motivation to control workers as a forced to transform leaders who inspired the staff to motivate them to motivate a transactional leader who set boundaries.

    Producing rewards if goals are met transactional leadership is dependent on how well a leader can motivate but transformational leaders have excellent managerial qualities Bond with their team and build strong relationships.

    Conclusion

    In conclusion, The positive impact of transformational leaders on work performance is great.

    Transformational leaders are motivated, engaged, satisfied, have a positive attitude, experience, less stress and Burnout and perform at higher than expected levels.

    Also, you can read our blog on Everything you need to know about Path-goal theory | 2021

    FAQ’s

  • The JD-R Model Analyzing and Improving Employee Well-Being

    The JD-R Model Analyzing and Improving Employee Well-Being

    JD-R model stands for Job Demands-Resources Model.

    It is a model that supports the functioning of employee well-being.

    JD-R model model is known as one of the leading job stress models which are used by managers and supervisors to manage employees’ involvement.

    This work stress model suggests that our stress arises from the imbalance between the requirements of the job & the resources the employee has available to meet those requirements.

    WHAT’S IN IT

    The Job Demands-Resources Model (JD-R model) Overview

    JD-R Model

    The Job Demands-Resources Model (JD-R model) was introduced in 2006 along with other models such as Karasek’s Job Demands Control (JD-C) model & Siegrist’s Effort Reward Imbalance (ERI) model for employee well-being.

    The authors of this JDR (Job Demands-Resources) Model are Eva Demerouti & Arnold Bakker.

    They published the results of a long-term study in The Journal of Managerial Psychology.

    Moreover, this Model became much popular among researchers.

    The present model states that high job demands lead to strain and Damaging the Health and high resources lead to increased motivation and higher productivity

    Types of components in the JD-R Model

    This model divides the working conditions into two Components or two Categories:

    They are job requirements and job resources.

    Their study before the creation of this JD-R model shows proof for the existence of these two parallelly occurring processes.

    A complex or difficult job demands a lot of both the mental and physical capacities of employees.

    This can lead to a decrease in our energy and other health problems.

    However, when the job resources don’t form a block these could improve the involvement of employees and the performance of the company or organisation as a whole.

    Generally, it is true for people with a high position.

    For people with a lower position, the availability of job resources doesn’t necessarily create extra motivation.

    Job Requirements

    It is also called Job Demands that relates to the physical, social or emotional features of the job and the work environment.

    This mainly concerns our factors such as time and work pressure, poor relationships, Heavy workload, role uncertainty, stressful environments and leadership.

    These often demand long-term physical effort and skills.

    Job Resources

    The job resources, also called positives, are the physical, organisational or social factors that help the employee or the worker to achieve the established objectives or the goal and reduce stress.

    Examples of these include coaching and monitoring, learning and career development opportunities, good/strong relationships, freedom and more.

    The JD-R model of engagement states that when job demands are high and job positives are low, stress and nervousness (Break down )are common.

    Good job positives can offset the effects of extreme job demands, and encourage or cheer motivation and engagement.

    The JD-R Model Explanation

    Let us learn the model After three years of JD-r Model implementation it includes work engagement in addition to burnout.

    Considering burnout & work engagement to be mediators of the relation between job demands, job resources, health problems, and etc.

    The revised JD-R model not only look out to explain a negative psychological state i.e., burnout but also its positive counterpart (work engagement).

    Work engagement refers to a positive, fulfilling, work-related state of mind that is characterized by high levels of energy and mental strength.

    This model assumes that burnout results from high job demands & poor job resources.

    Generally, it is assumed that burnout will lead to health problems, such as depression, cardiovascular or heart disease, or psychological complaints.

    As a result, burnout is expected to mediate the relation between the job demands and employee health and well-being through the slow draining of mental resources that is burnout.

    Hence, This is the energetic or health impairment process of the JD-R model.

    Revised JD-R model highlights

    Similarly, a motivational process operates that is sparked or flash by huge job resources.

    The revised JD-R model highlights the Stress motivational qualities of job resources.

    Job resources play an external motivational role, as they initiate the ability to spend compensatory effort.

    Thereby reducing job demands and encouraging in achieving goals. That is, job resources are important in achieving work goals.

    Moreover, they also play an internal motivational role, because they satisfy basic human needs for freedom.

    For instance, feedback may promote learning, thereby increasing job capacity whereas, decision latitude and social support convince needs for autonomy or freedom and relatedness, respectively. 

    In both these cases, job resources stimulate a positive work-related state of mind that is work engagement either through the achievement of work goals or the satisfaction of basic needs.

    So engagement is assumed to be an intermediate relation between job resources and organizational outcomes.

    Balance

    Balancing between the job resources in the JD-R model & the job requirements determines the degree to which employees feel energized by their job or work.

    If the balance is negative, and the work demands more in terms of energy than it yields.

    The negatives outcomes could be Lack of concentration, More mistakes, Negative working atmosphere.

    This will lead to burnout or physical symptoms. If The balance is positive when the job gives more energy than it costs.

    A positive outcome can be an employee is more productive, there is little absence or leave, the working atmosphere is quite good.

    This leads to an engagement visible in the attitude and behaviour of the employees.

    The Role of Involved Employees

    Both employee satisfaction or pleasure and employee involvement play a central role in the Job Demands-Resources Model (JD-R Model).

    Employee satisfaction indicates how happy or satisfies the employees are Satisfy employees more often have a good balance between both job resources and job requirements.

    A Satisfied employee is also generally more involved. And creates great value for the organization or the Company.

    Uses of Job Demands-Resources Model (JD-R Model)

    The JD-R model, shown below, can help us to understand and respond to our team’s needs.

    For instance, if job demands are high and resources are low, our team members are more likely to experience greater levels of stress.

    As a result, we are likely to see high absence and high employee turnover. In this situation, we should work to increase job positives.

    By doing the below activities you’ll reduce stress and increase people’s motivation.

    It is easy to apply and can be used at each position. Using the step-by-step plan can determine our work balance.

    Step-By-Step Plan to Determine Personal Balance

    the Jd-r model of engagement

    Step 1. Identify Job requirements

    Start by making a list of all the job requirements of the position.

    Job demands include all physical, psychological, social or organisational aspects of a job.

    Start by noting the stress that could hurt our team. These could include the following:

    • Short deadlines.
    • The bulk of work.
    • Complex/Difficult or boring projects.
    • An uncomfortable work environment.
    • Poor at working relationships.
    • High work pressure
    • Time pressure
    • Availability        
    • Limited or fewer opportunities for career growth

    Step 2: Address Job Demands

    There are Chances that we have a long list of factors that could negatively affect our team. It will be within your power to change many of these.

    So, separate the ones that we can influence from the ones that we can’t, and do what you can to reduce job demands.

    Some of the things to reduce job demands are:

    • Pleasant working Environment
    • Understanding the true purpose
    • Supporting Our team members
    • Team members are engaged in emotional labor

    Step 3: Identify Possible Job Resources

    The list of job requirements might look negative, but it isn’t necessary to have so.

    Below list includes examples and the job requirements differ per job.

    When we get the right resources available, this might even create extra motivation.

    • Firstly, Opportunities for career growth
    • Training and development opportunities
    • Mentoring or Coaching
    • Pleasant work environment
    • Good work relationships

    Step 4: Promote Job Resources

    Look for opportunities to encourage learning, Training and development.

    But don’t overlook low positives, such as good working relationships; these are highly important for reducing job stress.

    Provide regular constructive feedback to your people. This will help them to feel supported as they grow, build and develop. 

    Also, offer a wide range of training and development opportunities. Cross-training is great for developing people interestingly and easily.

    The JD-R Monitor

    As an example of practical usage of the JD-R:

    A large pool of reliable and valid short scales that assess job demands, job resources, personal resources, psychological states, and positive and negative outcomes.

    Which are available and can be included to dress up the JD-R model, depending on the information needed.

    The JD-R monitor is used in a particular seven-step cyclic process for evidence-based organizational consultancy. The below figure shows JD-R Monitor

    Step 1: The Problem

    An organization or Company may have a very general question, such as:

    How do the employees experience their work? But the problem could also be more specific such as:

    1. How can an employee’s levels of work engagement be increased?

    2. What are the risk factors for burnout?

    3. How can we keep older employees ready for work?

    Step 2: Designing the JD-R-Monitor :

    Together with key persons:

    Such as

    • HR officers
    • Management
    • Team members
    • Occupational physicians
    • Most relevant job stressors, personal and job resources, stress reactions, & outcomes are chosen or select and include in the JD-R monitor.

    It doesn’t know what the final content of the JD-R-monitor will be.

    Step 3: Internal Communication:

    Before taking out the survey, an internal communication campaign is a launch.

    This usually includes keeping a kick-off meeting with all employees, sending all announcements via the company’s network, and publishing background articles in the company’s magazines.

    The basic goal of the campaign is to highlight the importance of the survey and to underline the commitment of various Partners, including top management and unions.

    Step 4: Survey and Individual Feedback :

    All employees will receive an email with a link to the online JD-R monitor.

    It takes employees 15–30 min approximately to complete the survey, and response rates usually range from 65 % to 85 %, depending on how well the project is communicated to the employees.

    Privacy is the guarantee that nobody in the organization has access to the data of the employees.

     Moreover, in the case of a negative score, the feedback text invites the employee to take action.

     Step 5: Analysis and Reporting:

    The company report is based on total data, which means that average scores for the entire company and its various units are calculated.

    Like the individual feedback report, the company report gives an outline of the scores for each element of the JD-R monitor, including a comparison with a benchmark

    Step 6: Survey Feedback:

    The report discusses throughout the company at various levels, not only in the boardroom but also with the employees at the team or department level, or even in focus groups.

    Feeding back the results and discussing these critically with management, supervisors, and employees is much important to build commitment and trust for implementing interruptions or Interventions

    Step 7: Interventions:

    Base on the results of the JD-R monitor, two types of measures can be taken.

    First, the employees can take measures themselves to improve their own personal or job resources or to decrease their demands.

    But also team and organization-based interventions can be implemented.

    These may take on many different forms, ranging from the training programs for employees and supervisors to team-building, job redesign, or culture change.

    Step 8: Evaluation :

    After the intervention, the organization or Company can go through steps 1 to 7 again.

    For Example: To check whether the implemented intervention has been effective or not. The JD-R monitor is then used in a second cycle to investigate

    In the ideal case, the JD-R monitor is Combined in the annual HR cycle to monitor the quality of the company’s human capital, so that evidence-based HR policy decisions can be made.

    CONCLUSION

    The distinctive feature of the JD-R model is its generalization and flexibility, meaning that the model can be used in a broad array of situations Job Demands-Resources Model (JD-R Model).

    It is a model that studies the functioning of employees’ well-being.

    This model consists of two main elements:

    That is job requirements and job resources.

    Job requirements relate to the physical, social or emotional characteristics of the job and the work environment.

    The job resources comprise organisational or social factors that could help the employee to strive for objectives.

    Therefore, the balance between the above two factors is telling about the experienced stress levels and the well-being of the employees.

    The Job Demands-Resources Model can be used by everyone with a job or work to determine the balance.

    For this purpose, the user must create a list of the job requirements, and compare this to the list of job resources and positives.

    However, In the case of an unbalance, job resources must be pro-actively promoted.

    Making sure an employee is involved doesn’t just benefit the employee’s well-being, it also benefits the entire organization or Company through the extra value he/she offers.

    Also you can read our blog on 10 Ways to Stay Calm During in Crisis

    FAQ’S

  • Everything About Customer Service Framework

    Everything About Customer Service Framework

    Customer Service Framework plays an essential role in every business, let’s understand it deeply.

    When we start a business, we always talk about how we gonna sold the product to the customer, or we will going to attract them. But the thing which made a customer come back to you is the service you provide to them.

    If the customer is happy with your service, then that’s fine, but if you don’t provide proper service to them, then they are just going to tell everybody about the bad experience, and it is not suitable for your business. And it is very bad for the reputation of the business.

    For providing a great experience to the customers, you need to develop a customer service framework.

    WHAT’S IN IT

    Why it is Important to make a Customer Service Framework

    Why does a customer come back to you for purchase?

    Because of the Cheap rate, Quality, user friendly, luxury, and customer service, people often talk about the above four topics because they are exciting, and you can put all the new ideas in it.

    But customer service is just something your company should focus on.

    Apple and BMW are the companies that really for on their customer service; they make sure that their customers do not face any trouble after buying their product.

    And to give a good customer, you need to make a good customer service strategy and a good overall customer service framework.

    What is the Customer Service Framework 

    The Definition of customer service framework is the assistance, the advice provided by the company to customer buys a product or use it after buying.

    In simple words, if a customer comes to your company and wants to buy a product.

    You need to give him proper assistance and help them to purchase the product by giving them advice and also provide support after they buy your product.

    We can go like that when you start a business. You start doing marketing and all and try to sell the peoples your product. So you can divide the process of a person to become a regular customer into the following parts.

    1. Suspect
    2. Shopper
    3. Customer
    4. Advocate

    Suspect- It is the first stage where you don’t know the person. The person doesn’t know you, but still, the customer just giving you a try by seeing your marketing and all.

    Shopper- It is the second stage where a person buys something from the company just once.

    Customer- It is the third stage where he comes again to your company and buys another product. Because he likes the product, but now you can make him the regular customer by giving him the service of the product and make him feel like that he belongs here.

    Advocate- Once you made him feel that he belongs here. The customer will tell the people around him about the products and services you give, and it will help you lot to get the mouth promotion about your product.

    How to make a Customer Service Framework

    Customer Service Framework

    For making an excellent customer service framework the things you need to insure are

    Customer Service Strategy

    It is the most important thing to make. Customer service Strategy is a blueprint for how to interact with the customer, and for that, we need to follow the following points.

    Make a good team

    To make a good team first, you need to hire the right employee, the people who are good in communication skills having a good personality can do it. Then trained the employees.

    How to respond to complaints, How to be responsive to the customer, How to answer the call and your organization service standards.

    Common Purpose

    Building a lasting relationship by creating an enthusiastic fulfilling experience for everyone.

    This means that you need to build a relationship with the customer everyone in the team whether he is new or working for many they all need to be on the same page.

    In this, you just made a good relationship with the customer, and for that, you need to make a good team of people and trained them to talk and teach them how to connect with customers and taking care of them.

    Common purpose also means that the employees have to know what the company stands for what is the vision of the company. 

    Set a Benchmark

    As a company, you need to set the target, and employees try to reach it. Targets like employees need to solve x number of problems of the customers in a period. 

    Create a customer feedback system

    Customer Service Framework

    Creating a feedback system is very important in your business. It shows you how your customer thinks about your service where you should improve.

    And also shows that which member of your team is good and which are not.

    Give rewards to the employees

    Giving rewards for doing a good job is very important.

    It motivates your employee to do more such things, and this process increases the motivation of employees to do good work. You can give a gift or some appraisal money to them.

    Integrity

    It is very important to maintain integrity in a customer service framework. Integrity, you need to talk with honesty, for example, don’t tell something which is not practical like sometimes serviceman says that you don’t get any problem ever.

    Putting ever is wrong. You just need to be honest with the customer. As a company or a business, you have to fulfil the promise of the service you give to the customer.

    Sometimes you just need to do some extra like if you are repairing a certain part and you find a problem in another, which can harm the product later, then you have to tell the customer right now and fix it.

    Efficacy

    It is very important to work efficiently.

    For example, if you own a car company you just need to give service quickly, it should not like you take a whole day or something you need to be quick and finish the work as soon as possible.

    Listening

    Listening means you just take very feedback, and you need to react to it. If someone praises you, you have to say thank you.

    If customers complain, you need to address it quickly. Or if a customer just gives a bad review, it is your job to react to it and apologize for your mistake.

    This process gives confidence to your customer that you are listening to them and you are going to solve their very important problems your customers need to have confidence in you. 

    Culture

    You need to develop a culture in your business that you do service in a particular period example an employee repairs a certain part of a machine.

    But now he finds that there is another problem also in the machine now you have to fix it also, but you are busy for the whole day then in such case another employee should help him not to worry about the things like this work belong to him why should I have to do it. 

    For making such things happen, your business needs to have a culture like that where everybody helps each other.

    Another Example: Suppose you own a car company, and your customer comes to you for service, and now you drop him in your car to home in a case customer have to kids with him a, but you don’t have special seats for the kids.

    In such cases, you just don’t drop them in your car even if customers insist on that because it is not safe for them.

    Conclusion

    The customer service framework is a very important part of your business idea because if a customer is satisfied with your service, he comes back to you.

    But if he is not satisfied, then he is going to tell everybody and it just not good for your business so for making a business successful and making customer permanent you need to provide a good service by making a good customer service framework. 

    Also, you can read our blog on Employee Retention Strategy: Everything You Need To Know

    FAQ’s

  • Personal Assistant Job Description – Everything you want to know

    Personal Assistant Job Description – Everything you want to know

    A Personal Assistant directly works with the higher authority of the business and also he has to work hard to make things happen. It is a high responsibility job that can decide the graph of the business.

    So, here we are going to explain everything about the Personal Assistant job from start to finish.

    WHAT’S IN IT

    What is a Personal Assistant

    What is a Personal Assistant

    Basically, Personal Assistant work as the heart of the business. It has to deal with the higher authority of the business, travel arrangement, scheduling meetings, checking emails, sometimes replying to emails and things like that.

    In simple words, we can say that a Personal Assistant has to work one-on-one with higher-level managers to make their most of the time used.

    Personal assistants are very close to the business they work for, which is why people call them the heart of the business.

    A PA knows the business very carefully. He/she fully understands the business, and the PA must do so, as they have to help those who make significant decisions.

    In general, PA is the junior of the Executive Assistants. In some organizations, PA works as a senior, and Executive Assistant (EA) works as a junior because they are interchangeable with each other.

    Work of a Personal Assistant

    Work of a Personal Assistant

    A Personal Assistant works on behalf of the manager or an executive officer. A PA plays the role of a time saver for the executive by doing administrative and organizing tasks.

    So that the executive officer can save his time and give more time in executing strategies.

    Some responsibilities of a PA as follows:

    • PA is the first person to make or attend calls for deals and meetings.
    • PA schedules meetings and conferences.
    • Management of transports and events.
    • Typing work and preparing worksheets and results.
    • Reminding deadlines and scheduled meeting.
    • Managing appointments.
    • Management of emails and replying to them.
    • Managing systems, database, and client data.
    • Arranging tickets and managing expenses.

    A Personal Assistant job is a vast field. It is not made for only corporations or big organizations, PA also works for affluent families.

    In that case, PAs have to manage the home and personal life management related tasks.

    Like hiring a cook or managing the working staff. Many more responsibilities automatically added to the PAs’ role according to the situations.

    Skills required to be a PA

    Skills required to be a Personal Asistant

    A PA should be a multitasker who can manage several works together without getting irritated. The job of PA is all based on management skills and communication skills

    A PA indirectly or directly represents the high authority of the business. Here we are going to explain the number of skills that a PA required:

    • High management and organizing skills.
    • Excellent writing and communication skills.
    • Good knowledge of daily use software like Microsoft office.
    • Good knowledge of that business.
    • Better time management skills.
    • A good listener and good executer.
    • A PA should be punctual.
    • Progressive and stable mindset.

    What are the qualifications need to be a PA?

    As we have already explained that it is a vast field to work. There are no formal academic qualifications that are needed as the necessary qualification. It totally depends on the employers what do they want from their Personal Assistant.

    Sometimes employers focus on any certification or a degree in communication. If the candidate has a degree or certification in the business subjects of the employer’s field, this can work as a plus point in the candidate’s CV.

    Sometimes employers focus on the candidate’s experience in that business.

    Although many institutes are offering Personal Assistant Courses and they always advise a degree or certification in the PA course.

    Qualities of a Good Personal Assistant

    Qualities of a Good Personal Assistant

    You might find that behind every successful entrepreneur, celebrity, leader, there is a great PA working to make things successful.

    So, What are the qualities of a Good PA? To be a good PA, you should have some qualities that will make your career more effective.

    Good Communication Skills

    No doubt, a PA needs to have excellent communication skills because PAs have to manage calls, scheduling meetings, and the main thing is that he/she has to represent his/her boss. As a PA, you must have excellent communication skills.

    Great Management Skills

    Management Skills play an essential role in a PA’s life. It will help PAs to manage events, multiple projects, conferences, etc. Actually, management skills help them in every task that they have to do.

    Punctuality

    It does not matter whether you are a PA or in any other position in your organization, you have to be punctual. As a PA, if you are punctual, your managers will work independently, and they won’t have to take follow-ups again and again.

    Good listening skills

    Good listening skills are compelling, it shows that you are highly interested in their instructions. It makes things more understandable.

    Multitasking talent

    You can consider it as your talent. If you have multitasking talent, then it would be beneficial for your career. As a Personal Assistant, no doubt, you have to manage many tasks at a time.

    These are some of the essential qualities a PA needs to leave an impression on its field.

    How can I find a Personal Assistant job?

    Today’s world is the Internet world, You can find everything on the internet. So here we are going to share some sources to get a job as a Personal Assistant.

    There are many, many, and many websites available on the internet to find a job. But when it comes to professionalism, people look on LinkedIn.

    LinkedIn is specially made for business persons, you can hire people from there, and you can also get a job there. All you have to do is just create your account on LinkedIn and search for your job.

    If you want to work as a PA of any celebrity, it will be challenging to get a job of celebrity Personal Assistant on LinkedIn. You should have good connections in their field to get that job.

    Personal Assistant salary

    Personal Assistant salary

    Whenever we discuss any job, it doesn’t matter whether you want to join or not. Still, one point always makes people curious, and that is the salary. How much money I will get if I pursue this job. So let’s discuss the salary of a Personal Assistant. 

    As you know that a PA has all the responsibilities to run an organization. The salary of a PA totally depends on the size of the organization and the workload of the Personal Assistant.

    Salary of a Personal Assistant in India is started from the 20,000 Indian Rupees. The salary can be in the Lakhs of rupees if you work in a big organization or work for a celebrity.

    Conclusion

    Personal Assistant plays a significant role in any organization, he/she makes things easy for the managers. So as a PA, it is a very huge responsibility to fulfil the requirement of an organization.

    In this article, we have discussed everything about Personal Assistant jobs. The best part about this job is that this is a vast field that gives you more opportunity to choose your favorite area of work.

    Also read our blog on The job description of Executive Assistant (EA), complete Information

    FAQ’s

  • Surprising Facts About Putting Your Parenting Skills To Work

    Surprising Facts About Putting Your Parenting Skills To Work

    Get find all the knowledge of parenting skills like what is parenting skills and how you can improve them on your work, which is beneficial for every type of person like professionals, parents, teenagers, adults, homemakers, etc.

    So, to know everything about parenting skills and how to use them at your workplace. 

    WHAT’S IN IT 

    What is parenting skills?

    What is parenting skills

    When someone becomes a parent or come one more person in their life during that time everything. They learn as a parent which you didn’t know before in your life, and those skills you get are called parenting skills. 

    Parenting Skills are essential at work

    For any businessman, their companies are like their own babies for them & they care like babies. And I will explain some of the parenting skills you learn in your house when you became a parent & you can use parenting skills to work.

    Parenting Skill Number 1: Patience 

    This is the first and essential parenting skill you will need if you are a businessman or working as an employee in a company or organization. Then you should have patience lets understand this.

    For example, suppose you have a digital marketing company and you are want to rank your website on search engine then you have to keep patience

    Because it will not work instantly and give you the result ( positive or negative) & After becoming a parent you will learn this skill automatically and give benefits to your workplace. 

    Skill Number 2: Staying Positive 

    Staying Positive

    The second number on our list is staying positive, and it is the second parenting skill that helps you at the workplace because profit and losses will come in business from time to time.

    If you get lost in your company even then you have to stay positive and find the problem and focus on how to solve it

    Because if you focus on the loss you will never become a success. Just remember one thing that just focuses on doing hard work and never gives up. 

    This is a skill that you will learn during the period of parenting. 

    Skill Number 3: Multitasking

    Multi-tasking the simple meaning of this word is you have to work on many types of work because in the company.

    If you are an employee then maybe they can tell you to do multiple jobs and if you are an owner of the company even then you have to work on multiple things 

    Similarly, As a parent does, parents not only do one thing for their babies they do multiple jobs like giving bath to their babies, skincare, and choosing the best food products, shopping, toys, and many more things you will do after becoming a parent. 

    So, multitasking is very beneficial, this is also an excellent parenting skill to work 

    Skill Number 4: Time Management 

    Parenting Skills Time Management

    As you understand by the name of the skill, which is time management, is a crucial skill that everyone does not have. This skill is different and helps you to grow in your career fast. 

    Most companies find these skills in the team leaders, secretaries, or managers because only they are the person who needs these skills like leaders and managers have to manage their team.

    They take care of that every employee completes their work on a given time. & secretaries especially will work on scheduling the time of the meeting. 

    Skill Number 5: Maintain budget 

    This is the skill that you can learn when you become a parent. In most cases, women will do this work more efficiently because they will manage the house, and they perfectly know how to spend all money on the budget.

    This person is responsible for all the expenses related to the company, For maintaining the budget of the company is the toughest thing,

    That’s why companies hire people who will master it, and they only manage this work because if its mind is diverted in another work maybe it will make some mistakes to maintain a budget. 

    Skill Number 6: Problem-Solving Mindset

    Problem Solving Mindset

    It is one more useful skill in this list you can build when you become a parent because you have to handle your baby in many places & situations, maybe when you’re at a party, marriage, at night, and many more places.

    This is the skill that every person should have if they want to grow in their career because if they don’t have a problem-solving mindset,

    you are not able to solve some simple problems, and you will depend on the other person

    which wastes so much time of the company and increases the burden on other employees. So, companies don’t want these types of candidates in their company. 

    Skill Number 7: Teamwork 

    If you are newly becoming a parent then you will learn this skill because you have to take care of your baby together (husband and wife) you have to put in every type of effort like physically, mentally.

    If you work as a team only then will easily manage your job and family; otherwise, it will become very tough for both of you. 

    This parenting skill name is Teamwork which teaches you how to work in a team, and this also gives you benefits in your career

    Because in the company you will work in a team & if you already know that skill it is a plus point for you & you don’t face more problems to work with the team. 

    Conclusion 

    Finally, this article concludes that everything that you do in your life will teach you something & it’s not a waste,

    And you can even use it in your professional life to grow your career. As I told you above section you will learn these types of skills through parenting & able to use them in your career 

    Also read our blog 5 Stage Model Of Skill Acquisition

    FAQ’s

  • Self mastery-Learning personal leadership

    Self mastery-Learning personal leadership

    You have come across one person in your life like friends, relatives, or co-workers who are always winning in almost all situations. Because they have self mastery leadership qualities to achieve the goal by knowing their thoughts, goals, purpose in life.

    They achieve this by mastering themselves which is self-mastery leadership or also called personal mastery leadership.

    WHAT’S IN IT

    What is self mastery?

    self mastery

    In simple words, it’s a continuous process of knowing and improving yourself. Self-mastery is a process neither a journey nor a thing? In my words self-mastery defined as it’s a way in which we should live and work meaningfully along with a goal, determination, discipline, values, and a state of mind of learning constantly about our own.

    Why self-mastery learning personal leadership is important?

    In this decade of technology, you should know who you are before an algorithm of AI and social platforms know you.

    I think before being honest with others, you should be honest with yourself by knowing who you are? What are my purposes? Where my happiness lies?

    Every organization wants a leader who is problem-solving and confident as you are hired for their problems only.

    But if you are capable and still doubt yourself then you should self check and start working on yourself and start becoming a self-mastery leadership.

    It is important and helpful to become effective. It also helps to give productivity, sales, and returns.

    Know your inner voice

    Know your inner voice

    Everyone had someone inside their mind talking always on almost everything in the way of thoughts making a sensible decision and also sometimes helping you and your capabilities.

    That inner voice is you, you inside you. You should always know your thoughts, your inner voice, and note them down.

    Try to understand that thought why it’s coming and what it is indicating.

    You should always talk to yourself make your inner ones stronger

    It will help you more to become stronger outside.

    If you don’t listen to your inner voice, then the external body will take over the situation

    and it will make a decision that sometimes you do not want to happen.

    So always control your body with inner ones by having mindfulness.

    Loving yourself is key to a leader

    Self mastery-Learning personal leadership

    I want to explain to you through an example that you have a 1 crore rupee car. What kind of facility do you provide after it?

    You probably have a service in an expensive service station where experts are available. You might hire security personnel for it and a person to maintaining and cleaning purposes

    Also, some can hire professional drivers for that expensive car right.

    Now just stop here and think of yourself as giving the same care and facility to your own just as you give to that expensive car.

    I will let you know that you and your life are more expensive than that car.

    In this busy schedule, life racing towards success and money we just forget about ourselves by forgetting the efforts and time and care we want for maximizing high performance and it will help in self-leadership and personal mastery.

    You are more valuable than your cars, you deserve better polishing, servicing. Your company or society needs you, they need your help, they need your contribution as a leader.   

    Have a proper routine

    You can have a proper routine by following things

    Strength

    Self mastery-Learning personal leadership

    In achieving self-mastery and leadership you should give priority to your body first as soon as the day begins. Use your body strength in exercising and developing yourself with physical activities.

    You can train your body and make it strong, which also helps in boosting your confidence, increases your working capacity.

    Peace

    So I suggest you take one hour of your day every morning for your body.

    If you sweat more in the morning it can help you to sweat less for the rest of the day in handling your clients, meetings, teams, email, etc.

    So if you can conquer yourself it will help you to conquer the rest of the things with ease.

    Also along with exercise make sure you have a proper diet including fruits and vegetables with necessary vitamins and nutrients.

    Vision

    Many famous leaders say that we always have the ideas of the end of our goal in a plan.

    Those who want self mastery-learning personal leadership should actively invest their focus, energy, and their valuable time in deciding the vision.

    A clear vision can help you in avoiding being thrown out from your success path by the difficulties in the way by resisting them.

    A vision is a picture of the upcoming result of the hard work that you want and you are working on it with a purpose.

    During achieving the goal there will be many difficulties and many constraints and challenges by our society and world.

    But we should tackle the difficulties with our vision and that is what self-mastery and leadership are.

    Another important thing a leader does is they’re their vision with their teams. They tell them what you have to achieve and what you have to do for it.

    Not just ordering them for following the step towards a vision, a leader starts working with them in this step.

    Even if you are the CEO of a giant company, you should also have a check of the ground the reality of what is happening at the bottom and base team of our organization.

    Values

    Self mastery-Learning personal leadership

    Everyone knows that the company that owns the titanic prefers aesthetics against safety which results in a tragic incident.

    As you have seen that they can have many lifeboats on the ship but they did not take the lifeboats to the deck because they did not take safety as propriety.

    At the time of the sinking, you might have seen that VIP and the first-class passengers had the opportunity to escape first, due to limited numbers of boats which shows the value of inequality towards the human and their life

    But you will not be in a situation like titanic in day to day life but it will be as challenging as that.

    So a leader has to make decisions with the alignment of the values of your own, coworkers, and organization to lead towards growth.

    Learn self-mastery and leadership in terms of values would be challenging but you have to learn it to become a good leader.

    Purpose

    Also, have an action plan with purpose. You must have enthusiasm and eagerness to achieve the goal which results in decision making.

    This decision making came through purpose to help influence you and you towards your goal. We should have a meaningful and sensible purpose that never lets us have the thought of giving up.

    An influence of a leader with a high purpose will also help to influence its teams and organization. Be determined and make your team too.

    So you should have a higher purpose to get the best success.

    Remember no vision or goal can be achieved alone, there is always a team backing from behind. Share your vision and purpose with the team so they can also know their role in achieving this target.

    Good communication and team learning

    Self mastery-Learning personal leadership

    If you want to self master leadership along with working as a team, you also have to work with the ideas and think together as a team.

    In many giants companies, there are large numbers of teams and employees working together in multiple projects simultaneously.

    But with good communication and constant follow up with each other even with the bottom line of an organization helps in achieving the vision, which gives more returns to the company.

    You should always have a habit of self-learning through various things like seminars, reading books, meeting other professionals.

    So if you have self-learning then you as a leader can help the team also to learn and which results in great teamwork.

    Ability to take responsibility

    Self mastery-Learning personal leadership

    As a leader one should have to take responsibility for everything in success and failures also.

    Before taking this tough step of responsibility of a team you should take responsibility for yourself by self mastering and learning, through your behaviours, actions, words, and even thoughts.

    A leader should not misuse the above thing instead take a strong step in influencing and motivating the team by taking responsibilities and leading from the front not just by ordering them.

    Self-mastery as millennial

    I think in this 21st century no one should wait until you get opportunities to become a leader stage to think about what type of leader I want to be and what type of skills and vision I want to become a good leader and should I achieve this skill.

    In this era no one would feed the food to the mouth except your parents, no industry will tell you and take responsibility for your development and skill learning. Your goals and vision about your life is known to you and so you should start working on your own

    So you only have to take responsibilities and start learning and start as soon as possible not just when opportunities come.

    Conclusion

    It is important to know yourself, before growing others you should grow yourself. Before leading a team, the organization you should know how to lead yourself first. If you want to change the world, you change yourself first. Also by self-mastery leadership if possible.

    Also read our blog on Personal Goal Setting: How to Set a Goal

    FAQ’s