Leapfrogging

Leapfrogging

I was catching up with an erstwhile colleague, “K”, who was smarting from being passed over in the office. He had expected the big corner office and the perks that go with it. Instead life offered him a googly. Someone his junior had been handpicked by the board to head the function. The tables had been turned. “K” would now report to someone who had once been a reportee in […]

Can we teach people the way we teach machines?

Can we teach people the way we teach machines?

Affectiva has gathered more than a billion data points to learn how human emotions differ based on the device, the content and of course, the individual viewer. These data points are then analyzed based on inputs from psychologists and experts. The machine tries to identify emotions in real time. The human experts coach the machine and tweak its algorithm and help it improve. Why don’t we teach humans with the same rigor.

The secret of feeling motivated at work

The secret of feeling motivated at work

Mastery is an endless pathway that you can use to stay motivated regardless of the work you do. A barista could build further expertise by learning about different recipes of coffee. Or about the rituals around coffee in different parts of the world. And become a storyteller who tells a new story involving coffee to a customer. Maybe you could have storytelling sessions about all the interesting people who love coffee. The day you can discover that the opportunities for mastery in your field, whatever that might be, is really endless, you will stop dreading the beginning of the work week.

Who is your disruptor?

Who is your disruptor?

It may be time to heed the advice of Sun Tzu, “If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle.” That advice certainly holds true in the digital age.

Let 2017 be about Digital Mindsets – not HR Tech

Let 2017 be about Digital Mindsets – not HR Tech

Firstly, this year, let HR take a boundary-less view of data. Go beyond structured data to unstructured data sources. Throw in data from all sources till you cannot use Excel to do analysis any more. You have to invest in Artificial Intelligence.

The tech sector is disappearing

The tech sector is disappearing

Technology is becoming like electricity — it is invisible. Its presence does not draw attention any more, but it periodically strikes like lightning, leaving behind a trail of devastation. Unable to keep pace with fast fashion and the consumers’ preference to shop online, The Limited shut down 250 stores in 2017. 460 outlets of Sports Authority went out of business in 2016. PacSun, Aeropostale, and American Apparel filed for bankruptcy in 2016. Macy’s has just slashed 10,000 jobs and shut 68 stores. All sectors are tech sectors. All jobs are tech jobs.

HR has an expertise problem to fix

HR has an expertise problem to fix

HR needs to go beyond its role as a “touchy-feely” only function. The HR team must be able to design an amazing employment experience based on research, evidence and science. The real role of HR lies in shaping the culture of the organization, finding ways to attract and develop top talent and to be a futurist for the organization. Being able to design the right experience is the real value of the function. That needs expertise.

Would a robot boss be more effective?

Would a robot boss be more effective?

Ray believes that if only human emotions would be left out of the workplace, it would make it possible to run the place most efficiently. He is investing the brute power of his financial empire to make this dream a reality. People would be rated based on a million data points. The decision would be a foregone conclusion. But because people have difficulty (at least for now) to take orders from a machine, the role of the manager would be to simply convey the decision the machine has taken. How meaningful would that be for employees?

5 signs your job maybe at risk

5 signs your job maybe at risk

Anyone, anywhere, anytime is the new approach to work. Work can be sliced, diced and distributed across the globe based on skill and cost. Work can be done by people any time, across time zones. The workspace is anywhere. That also means that jobs are no longer what they used to be. They don’t come with a lifetime warranty any more.

Is acqui-hiring right for your firm?

Is acqui-hiring right for your firm?

Firms that are targets of acqui-hiring are often a great talent pool of people who have niche technical skills. It is the fastest way of hiring several people with cutting-edge skills. It gives you access to the pool of customers of the acquired company. In some cases, acqui-hiring is a great way to remove competition for the firm that is buying out the smaller firm. Cash-strapped founders who do not have deep pockets often have no choice but to sell their firm to the bidders and make an exit. But is it right for you?

Posters don’t shape culture – leaders do

Posters don't shape culture - leaders do

Before the founding team makes their first hire, they must ask what behaviors the candidate must display and assess against them. Assessing for values impacts the culture of the organization. Strategy is on paper, whereas culture determines how things get done.

Career-Hopping: The Hot New Trend

Career-Hopping: The Hot New Trend

There are new trends at play now. We are moving from so-called job-hopping to actual career-hopping. People are throwing caution to the wind to pursue their passions and be their own masters. Most of us know someone who has spent some years in the corporate sector, given it up to pursue their passion for a sport or to travel, and then, a year down the line, become an entrepreneur by setting up a restaurant or some other business. That’s what’s fuelling the Indian startup dream. Then there are those to give up materially comfortable lives and high-paying jobs to work in remote areas for the uplift of people. Read more