Managing your personal brand

It is judicious to gauge the strength of your brand and the impact that you have on people.

What  does it take to have people  take you seriously ,be receptive to your ideas ,supportive of your strategy,and in general  be positively  disposed towards you? The answer lies in how strongly your personnel brand stands out. Your brand is your identity or the reputation you enjoy amongest your stake holders .It is a montage comprising thousands of impressions that people have farmed from their interactions with you. Are people’s perceptions important? Absolutely !In the market place ,perception  is reality .It would be judicious ,therefore ,to gauge the strength of your brand  and the conscious or unconscious  that b you have on people ,as your brand determines the extent of your influence ,chances for a promotion .or the prospects for that coveted  role or the carer enhancing assignment that you are seeking.

Consider great product brands such as Tata ,Raymond’s or Nescafe, or personnel brands like Ratan Tata , SachinTendulkar ,or Barrack Obama .Alternatively consider people closer home ,those who can relate to ,people at the workplace ,perhaps .whom would you consider as great brands and why? Who are the people who stand out ?and how would you position relative to theirs?What constitutes the brand ? Susan Hodgkinson , in her book “The Leaders Edge ”,has defined the  architecture of a .brand along five dimensions- persona ,product ,packaging ,promotion and permission.

Persona :persona is your aura ,or the emotive response that you invoke in people .It is  represented by the way people react to you, or what crosses their minds  when your name is mentioned .Fore instance ,if your name flashes on a colleague’s phone screen ,does he take the call enthusiastically, or retract his extended  hand ? Your persona is the manifestation of the way you relate to people ,which is embodied  your emotional intelligence. Daniel Goleman in his 1995 book Emotional intelligence  proved that cognitive skills like decision making ,memory, problem solving and tenacity play a rather in determining why some people are more successful than others. These  are considered as entry-level skills for success. what really propels you forward in your carer  is the way  you understand people ,connect with them and take them along with you .Emotional  Intelligence is defined by two main elements. The first relates to the self ,an understanding others really systems understanding yourself   -- your strengths,weaknesses,priorities,goals and motivation :and the degree of your self control in chanalising your disruptive moods and emotions. The second element relates  to your ability  to understand others  - appreciating cultural and ethnic differences, gauging  people’s  emotions and understanding the underlying  messages  by reading their body languages .This is  contingent  upon the extent of  your interest in and appreciation of people ,and how likeable you render your self  through your pleasant disposition.

 Product : refers to your substance or the value that you bring to the table .It is the sum of your qualification ,experience ,wins and losses ,ideas and communication skills. It determines people’s confidence  in your expertise  and your ability to deliver  results. Are you keeping your product current and fresh  by learning constantly ,adding to your skills  and reinventing your expertise ,or are you becoming stale by hanging on the same set of skills.?

Rough introspective  and by seeking feedback Packaging:Packaging refers to your outer shell ,or the way you present yourself to the world.It transcends your appearance and communication style. For instance a cluttered desk gives  the impression of being  disorganised ,spelling discrepancies in communication point  point to your lack of attention to detail ,not returning  a call or acknowledging a mail point to lack of etiquette or sensitivity .Is it important ? Absolutely! Research has proved  that people from snap judgements about you  based on your external image in the first 15seconds whether a meeting,interview or a party.These impressions are strictly  sticky,as it takes 8 pieces of positive information to undo an initial  negative impression. And this is the filter through which people view all your subsequest actions. There is therefore ,great merit in taking care about the way you present yourself.Dress right and to the occation. Good Grooming,including accessories like bag,pen,shoes and  socks,handkerchief and the business card case ,may not be important individually ,but they all contribute to your brand..Remember the market place may never discover the jewel inside unless they find the packing attractive to explore future . Your strengths may never be appreciated ,if they are hidden under a clumsy exterior,for this is the first step to reaching your substance.

Promotion : Promotion  is about communicating  your substance and achievements  to the market place .How will people appreciate your good work  if they do not know about it ? And who is responsible for promoting you? Your manager? Yes, but the ownership lies with you !promotion is not about beating your trumpet ,but informing people about  your work  and achievement s through  responsible communication. The trick lies in communicating to the right people at the right forums, without our over- promotion or steeling someone’s thunder and remember: your credibility is enhanced when you promote others and give credibility when it is due .

Permission: Permission is about your self-confidence and self belief. Do you believe in the value that you bring to the table? Do you hold yourself in high esteem and consider yourself a valuable team member? Do you believe that you have a voice at the table, or you tentative, waiting to be invited and failing to seize the movement in the process? It is about conducting yourself with conviction and self –belief.

As with any product brand,you need  to actively manage  your brand,striking  a harmony between what you seek to  portray and the way people perceive you. And discrepancy  is bound to be a roadblock in your seccess.Susan Hodgkinson made a pertinent point  in saying that “Iam  who iam ,take it or leave it attitude is an abdication  odn personnel responsibility”.It is crucial ,therefore,to evaluate  this periodically  through introspection and by seeking feedback from stakeholders who are likely to be honest and responsible in voicing  their views.Rajeev  Peshawaria ,the author of Too Many Bosses .Too  Few leaders ,says : “It is impossible to  wear a perfectly centred tie without standing in front of mirror .We need to be mirrors  for each other .remember ,It is not what  you say but what they say, that counts!

Discover the happiness in you By R K GOPAL NANDURI. BE HAPPY SERIES : 003/2012.

Discover some ways to be happy in life which is of course of a great concern in today's life style .

1.   Smile every chance you get.  Not because life has been easy, perfect, or exactly as you had anticipated, but because you choose to be happy and grateful for all the good things you do have and all the problems you know you don’t have.

2.      Never let a bad day make you feel like you have a bad life.

3.      Tell the negativity committee that meets inside your head to sit down and shut up.  

4.       A bad attitude is like a flat tire, you can’t get very far until you change it.

5.       In a world where you can be anything you want, BE YOURSELF.

6.      The more you love your decisions, the less you need others to love them.

7.       It’s important to make someone happy, and it’s important to start with yourself.

8.      Life is not about making others happy.  Life is about  sharing  your happiness with others..

9.      Happiness is not something you postpone for the future; it is somethingyou design into the present.

10.   If you settle for just anything, you’ll never know what you’re truly worthy of.

11.    Sometimes life gives you two options: losing yourself or losing someone else.  Regardless of the situation, don’t lose yourself.

12.   If your happiness depends on what somebody else does, you do have a pretty big problem.

13.   Whatever someone did to you in the past has no power over the present.  Only you give it power.

14.   Don’t worry too much about people who don’t worry about you.

15.    Know your worth!  When you give yourself to someone who doesn’t respect you, you surrender pieces of your soul that you’ll never get back.

16.   Sometimes you’ve got to emotionally let go of the things that once meant a lot to you, so you can move beyond the past and the pains they bring you, and open the next chapter in your life.

17.    If you want to get over a problem, stop mulling it over and talking about it.  Your mind affects your mouth, and your mouth affects your mind.  It’s nearly impossible to move beyond something when you’re obsessing over it.

18.   If it is detrimental to you emotionally, physically and spiritually, what choice do you have but to let go and flourish with self-respect.

19.   Saying goodbye is one of the most painful ways to solve a problem.  But sometimes it’s necessary.

20.  Moving on doesn’t mean forgetting, it means you choosing happiness over hurt.

21.   Stop looking at what you have lost, so you can see what you have.

22.  Someone else is happy with far less than what you have.

23.  Talk about your blessings more than you talk about your problems.

24.  Sometimes people throw away something good for something better, only to find out later that good was actually good enough and better never even came close.

25.   In life, you get what you put in.  Everything comes back around.

26.  You can never change the past nor control the future, but you can change the mood of the day by touching someone’s heart with your smile.

27.   The happiness you feel is in direct proportion to the love you give.

28.  Those who bring sunshine to the lives of others cannot keep it from themselves.

29.  It’s nice to have money and the things that money can buy, but it’s also important to make sure you haven’t lost track of the things that money can’t buy.

30.  You don’t need a lot of money to lead a rich life.  Good friends and a loving family are worth their weight in gold.

31.   You will never fully believe in yourself if you keep comparing yourself to everyone else.  Instead, compare yourself to who you were yesterday  .

32.  You won’t always be punished FOR your anger, but you will always be punished BY your anger.

33.  Give yourself permission to immediately walk away from anything that gives you bad vibes.  There is no need to explain or make sense of it.  Just trust what you feel.

34.  One of the greatest freedoms is truly not caring what everyone else thinks of you.

35.   As long as you are worried about what others think of you, you are owned by them.  Only when you require no approval from outside yourself can you own yourself.

36.  Don’t let anyone walk through your mind with their dirty feet.

37.   It hurts the most when you start pretending it doesn’t.

38.  You are responsible for how you feel no matter what someone does to you. Remember, you are always in control of your thoughts so choose to feel confident and adequate rather than angry and insecure.

39.  Being kind to yourself in thoughts, words and actions is as important as being kind to others.

40.  Death is not the greatest loss in life; the greatest loss is what dies inside while you’re still alive.

41.   Only when we begin to be awake do we realize just how asleep we have been.

42.  You are always free to  do something that makes you smile.

43.  You define your own life.  Don’t let other people write your life’s story for you.

44.  Don’t be afraid of change.  Oftentimes you will lose something good, and then gain something even better.

45.   Worry is a massive waste of time and energy.  It doesn’t change anything.  All it does is steal your joy and hinder your ability to make positive changes.

46.  If you want to be happy and bright, let go of your need to always be right.

47.   In life, you usually get what you ask for and it rarely comes in the package you think it’s supposed to come in.

48.  If you don’t like something, change it.  If you can’t change it, change the way you think about it.

49.  Life does NOT have to be perfect to be wonderful.

50.  You look the best when you wear your smile.  There is no beauty like the one that comes from inside you.

51.    Grudges are a waste of perfect happiness.

52.   The time spent on hating is the time lost for living a peaceful, happy life.  It is a habit that controls what you see, what you say, what you do, and ultimately what you become.

53.   Sometimes you need to be alone to reflect on life.  Take time out to take care of yourself.  You deserve it.

54.   The good things we build end up building us.

55.   You cannot change what you refuse to confront.

56.   The difference between who you are and who you want to be, is what you do.

57.   If you want your life to change, your choices and actions must change.  Every day brings a chance to start over.

58.   Good things don’t come to those who wait.  Good things come to those who pursue the goals and dreams they believe in.

59.   Don’t make a decision based solely on popularity. Just because other people are doing it doesn’t mean it’s the best choice for you.

60.  Following all the rules leaves a completed checklist.  Following your heart achieves a completed you.  

61.   Knowing yourself is one thing, but truly believing and living as yourself is another.  With so much social conditioning in our society, we sometimes forget who we are.  Don’t lose yourself out there.

62.  Of all the things that can be stolen from you – your possessions, your youth, your health, your words, your rights – what no one can ever take from you is your freedom to choose what you will believe in, and who and what your heart will love.

63.  When you find yourself cocooned in isolation and despair and cannot find your way out of the darkness, remember that this is similar to the place where caterpillars go to grow their wings.

64.  Take all the time you need to heal emotionally.  Moving on doesn’t take a day; it takes lots of little steps to be able to break free of your broken self.

65.   When you can forgive, yourself and others, and stop the imprisonment, you’re creating the love of your life.

66.  What you believe has more power than what you dream or wish or hope for.  You become what you believe.

67.   Keep your heart open to dreams.  For as long as there’s a dream, there is hope, and as long as there is hope, there is joy in living.

68.  When you try to control everything, you enjoy nothing.  Sometimes you just need to relax, breathe, let go, and just live in the moment.

69.  Even though you cannot control everything that happens, you can control your attitude toward what happens.  And in that, you will be mastering change rather than allowing it to master you.

70.  Life will never be perfect, no matter how hard you try.  Even if you pour your heart and soul into it, you will never have that perfection you seek.  There will always be broken hearts, there will always be days where nothing goes right.  But you must accept and learn that even the most imperfect things will always be made better with love and laughter.  

71.    Life isn’t about waiting for the storm to pass, it’s about  learning to dance in the rain..

72.   Satisfaction is not always the fulfillment of what you want; it is the realization of how blessed you are for what you have.

73.   Sometimes you just have to look back at your past and smile about how far you’ve come.

74.   Just because it didn’t last forever, doesn’t mean it wasn’t worth your while.

75.   It’s not that everything will be easy or exactly as you had expected, but you must just choose to be grateful for all that you have, and happy that you got a chance to live this life, no matter how it turns out.

Contact :

RK GOPAL NANDURI ,

rkgnanduri@gmail.com .

cell : 09440061954,09130211099.

Role of Human Resource department in strategic planning of an organization :

There is an ongoing debate about the role of human resources in strategic planning. In some cases, senior managers view Hyman resources management solely as a compliance function. Other senior managers look to the HR function for more consultative services such as leadership development, performance management and employee engagement. Often times HR is called to help implement a key initiative of strategy after the decision has already been made.

Meanwhile, HR professionals are looking for the proverbial “seat at the table” in the strategic planning process. Some will tell you that the role of human resources in the strategy process is to focus on workforce planning and succession planning. While these functions are important to the successful implementation of strategic plans, there are also opportunities for HR professionals to be involved in the development of strategic plans.

The fact is that strategy is rarely developed without the consideration of human capital. Perhaps more importantly, no strategic plan is successful without the successful recruitment, deployment, development and management of human capital. So then, why wouldn’t the HR professional be “at the table”?

The answer is that the HR function must create a perception of value throughout the planning cycle by demonstrating its knowledge, alignment and success. In other words, the HR function must successfully prove its ability to create value to the organization at every step in the strategic planning process from environmental scanning, to organizational assessment, to strategy development, implementation and performance measurement.

There are four guiding principles that will lead the HR professional to be invited to “the table” and more importantly that will ensure that his/her seat stays “reserved.”

1. Understand the strategy development and strategic planning process.

2. Know your business

3. Run HR like a business.

4. Take a position on strategic issue

5. Let’s explore each of these

· 6. Understand the strategy development and strategic planning process

In order to actively participate in the strategic planning process, it is important to have a solid understanding of the process. Strategic planning is the process of evaluating an organization’s operating environment, customers and competition, as well as its capabilities and competencies to define a strategy and then to make decisions on the allocation of resources (including its capital and people) to pursue the strategy.

A good strategic planning process is iterative, incorporating internal and external information, various functional expertise and cross-divisional management personnel throughout the year. Further, it aligns the entire organization with measurable metrics, which are tracked and evaluated on a regular basis.

It is important to establish an understanding of your organization’s strategic planning process and the decision-making process associated with it. At every stage in the strategic planning process information will be analyzed in order to make decisions. Seek out those opportunities and offer information and insight that will enable those conversations.

Strategic decisions will be made based on return on investment (ROI), economic profit or shareholder value creation, revenue growth, market share growth, margin, reputation or other factors. Companies also make decisions based upon short-term (sometimes quarterly) or long-term expectations, depending on the stage of growth and legal structure of the company. Once you understand the planning process and the decision-making criteria for your organization, you can begin to make inroads into the process. Your input into the process at every stage should be in alignment with the decision-making process of the company. In fact, your ability to align your conversations and actions with the process and decision-making criteria will at least get you on the “long list” of invitations to the “table.”

KNOW YOUR BUSINESS

Knowing you business will get you on the “short list” of invitations to a seat at the table of strategic planning. Unfortunately, this is where a lot of functional leaders miss their opportunity. Many are too focused on being experts in their field that they under-invest in developing expertise in their business.

In order to really understand your business you must know how the money flows as well as what are the levers that drive growth and profitability. It is important that you understand these levers and know how your organization and function can and does influence them.

For example, a commissioned sales force is often thought of as variable cost. The reality is that an infrastructure is needed to acquire, onboard, train, manage, develop and retain talent. There is a fixed cost component to every commissioned salesperson. You should be able to articulate the fixed costs ratio for hires for every new hire when having conversations with the C-suite.

It is also important that you know what’s happening in the marketplace in which you compete. Establish methods to stay abreast of environmental trends, customer trends, competitive trends and innovation that might be on the horizon. One of the best ways to accomplish this is to regularly spend time with operators and functional experts who have a finger on the pulse of the business. This will serve the dual purpose of developing trusting relationships with your internal customers.

It is equally important that you understand the jargon of business and, perhaps more importantly, the jargon of your business. The vernacular of business is ever-changing. C-level individuals continuously read and learn new concepts and new methodologies designed to enable them with tools to maneuver the treacherous waters of business. It is important that you stay abreast of these concepts as well. Whether you read books and/or business briefings, subscribe to Harvard Business Review or attend strategy conferences, be sure to exploit learning opportunities outside of your field of expertise. You will know you have reached a level of proficiency when you can effectively translate HR jargon to business jargon.

RUN HR LIKE A BUSINESS

Human resource management is a function of business. The function exists to manage the human capital of a business, thus, it is imperative that the goals of the function be in alignment with goals of the business. In order to accomplish this you must start by knowing your internal and external customers. What are the demands of the business units and corporate center that you serve? How will those demands shift over time? How do their demands impact their ability to deliver results to their clients? The answers to these questions and questions like them will enable you to craft a strategy to deliver solutions to your customers, thereby creating a perception of value that can be levered.

Secondly, it is important that you know your competition. This is sometimes a difficult concept for internal service functions; however, remember that everything can be outsourced! Regularly investigate and analyze the offerings of outsourcing companies capable of responding to requests for proposals to deliver any key aspect of your function. Similarly, investigate a business unit’s ability and/or interest in supplying itself with functional expertise.

Lastly, demonstrate and communicate value at appropriate times. This is sometimes counter-cultural for the HR profession; however, your success in a competitive environment depends not just on the value you add but also on who knows you add value. The first step in demonstrating/communicating value is to measure outcomes, not output. In other words, focus on the consequence, not the action. Communicate the incremental revenue growth generated in a month, not just the number of new hires in a month. Discuss the impact on earnings per share made by the promotion of senior managers who successfully completed an executive development program.

TAKE A POSITION ON A STRATEGIC ISSUE

When the time is right, leverage the aforementioned principles and take a position on a strategic issue that your company is facing. In order to get your invitation to the “table” you must be perceived as someone who can identify strategic issues and as someone who brings innovative solutions to the resolution of those issues.

Use good judgment when selecting the issue(s) for which you will engage yourself. Be practical and choose one that will generate a “quick win.” Search for a major new internal initiative (particularly those that “bubble up” in the organization), a major customer-focused initiative or identify an issue generated by negative news and the need for risk management. Also, be sure to provide strategic thought leadership, backed by facts and analysis when you engage. For example, it is not enough to tell the CEO or COO that turnover is high and that we need to work on employee engagement in certain business units to improve. Employee Engagement, while real and effective, is still an esoteric concept to most at the C-level.

Take the conversation deeper by explaining what the turnover is costing the company today and how much the continued cost will affect profitability over a multi-year period. Then, provide a list of initiatives that you propose (after consultation and involvement with line management) along with the expected costs and benefits of such activities. Show this information in terms of investments, costs and benefits over a period of time, along with how these initiatives will positively impact the bottom line over multiple years.

To score extra credit, explain the cost/benefit analysis in terms of net present value, economic profit and/or impact on earnings per share (if your company is publicly traded).

CONCLUSION

The ultimate goal of strategic planning is the identification and exploitation of opportunities along with the mitigation of risks, by aligning the goals and initiatives of an organization and by allocating the necessary and appropriate resources to deliver the desired results of its stakeholders.

The HR function can and should be involved at every step of the process. Successful execution of the aforementioned guiding principles throughout each phase of the planning process builds the perception of value of the HR professional and of the HR function.

Furthermore, the HR professional’s position is strengthened by providing fact-based insight to stakeholders to enable their strategies, by shaping HR functional plans and policies and procedures to align resources to enable the appropriate initiatives and activities, and by aligning performance management systems to the strategic plan.

For further details on this topic ,, Pl contact RK Gopal Nanduri on rkgnanduri@gmail.com