Friday, 31 March 2017

Story telling.......

Who hasn’t heard a story? Who doesn’t love a story? We have all grown up on stories narrated by our grandparents or have read stories from Amar Chitra Katha. Have you ever thought how stories could be a powerful medium for organizational transformation?
Why stories? Stories touch our heart and ignites our minds. A well narrated story takes the audience through a visual journey and fuels their imagination. The most important feature of a story is it’s a fun way to learn. If your people can identify with the characters in the story, you can be sure that they would never miss the lesson.
Instead of PowerPoint presentations and classroom workshops, Big Bazaar uses stories to drive home complex management concepts of team work, leadership, performance orientation and customer focus. There’s a photo of JRD Tata on the desk of every senior manager at Bombay House. Pictures on the wall narrate how the Tata Group pioneered the industrial revolution in India. The internal and external communication of the Tata Group is also strategically designed to convey the story of the association of Tatas with industrial growth of the country and how the Group stands for trust and values.
Change is threatening. It’s difficult for people to come out of their comfort zones, overcome their apprehensions and adapt to change. You cannot impose change on people. You need to give them a compelling reason to change. One story that is used by organisations worldwide to inspire their people to proactively adapt to change is Spencer Johnson’s ‘Who moved my Cheese?’ ‘The Fish’ by Stephen Lundin shows how to create a lovable and fun workplace through the story of a manager who is inspired by the energy and liveliness of the famous Pike Place Fish market and experiments its culture to transform her dreary workplace. I strongly recommend using books like these in training workshops. 
Whether an organization believes in stories or not, employees discuss stories about the organisation and its leaders around the vending machine and over coffee tables. Grapevines and rumours are an integral part of office dynamics. The more you try to curb them, the more they become popular. The only way to quell this is to document the positive success stories of the organisation and share it through newsletters and formal addresses by leaders.
Do you remember the Quality Circle and the Suggestion Scheme that gets launched with great fanfare only to see it dying a slow death in the next few months? All it takes is a good story to sustain these initiatives. The organization should showcase good suggestions. It should share the story on notice boards, through intranet and through newsletters. Recognizing the people who gave good suggestions that has benefited the organization and asking them to share their story publicly motivates others to follow suit.
Your website talks about your organization, its history, vision, mission, values and so on. These cliché statements do not motivate your customers to do business with you. Neither do great pictures, backgrounds and animations. Try adding a few success stories of how you helped your customers to solve their problems and achieve their goals.
Every organization has a story to tell. In fact, every organization may have many stories to tell. These may be success stories of high performers, anecdotes of how you delighted customers, case studies of innovations, commitment towards social responsibility and so on. If channelized properly, these stories can motivate people, instil pride and belongingness in them, inculcate the right values and bring about behavior modification.
Happy story telling!

Monday, 27 March 2017

Check in....

When was the last time you said goodbye to a habit which is not supporting you much?

Sunday, 26 March 2017

Employee Experience.........First Impressions

Ever wondered as an organization who are your touch points when it comes to CXO and EXO experience? Are these touch points even aware about the experience they are consciously or subconsciously displaying? CXO stands for Customer Experience and EXO stands for Employee Experience.

Let me share my perspectives of who are the employees who create the “First Impressions” for the Employee experience. The employee could be your potential hire or the existing employee. While companies today are spending so much money and effort in defining their employer value proposition [EVP], employer branding activities, recruitment experience etc. But, it all fails at the moment of truth, when the prospect is making first point of contact in your company.

The first point of contact could be either your receptionist, your security, the recruiter or simply even your website [career portal], recruitment email id, etc.
Most of the times the lack of empathy to the job or the people visiting may be due to the fact that the so called receptionists, security, recruiter etc don’t receive the respect in return. They are not made to believe of how important they are.

These are the gatekeepers, the client greeters and situation diffusers and they leave a lasting impression. For example: employees see the receptionist the first in the day as they walk in and the last in the evening as they walk out of office. In lots of ways, this person can enhance someone’s day at work just by being genuinely cheerful. And they can make a difference.

Do spend formal training and dialogue with your touch points to create that memorable experience for employees.

Do give them the confidence, respect and the mandate to create that first impression ……….

Saturday, 25 March 2017



I have come across fellow colleagues, HR and Training professionals from the fraternity who reach out for suggestions / ideas or to simply bounce off their queries which they are stuck with. This also gives me a great learning opportunity and different perspectives. Post discussion or sharing my views very few update and share the feedback or outcome. In real sense, that’s a greater learning so as to what worked well , what could have been done differently, etc.

I am happy to share one such feedback from one of my fellow HR professionals from Chennai that I received today.
Dear Sir,

Hope you are doing good. I have done the program on PMS and goal setting in Chennai. I am very glad to inform you that the suggestion and idea given by you worked out well I could implement well and It was very well accepted by the audience Even after the training hours. program continued with more energy . Thanks for all your support. It was a great learning .

Best Regards,

As a mentor and co learner the above feedback is truly music to my ears. The real credit goes to the trainer as it was his delivery and content which makes a big difference.  


Wednesday, 22 March 2017

Is there a Candidate experience in Campus Placements.........

Dear Students,
  • Which words describe your experience during Campus placements?
  • Do you think the assessment gave you a fair chance to perform?
  • What do you think of the traditional process followed during the Campus placements?
Have you run a ‘candidate experience’ survey post your Campus placements asking questions like these? 
  • The ‘Candidate Experience’ is no longer a concept associated with just recruitment. Generally, the talent that goes through these selection processes is your future top talent and you don’t want to put them off. If they feel that the process was intimidating, and didn’t give them a fair chance to succeed and yet they get shortlisted in your selection process, you are inviting a disgruntled employee. 
  • One of the major focus by the Talent Acquisition team is to ensure that the candidates don’t find the process intimidating and feel that they got a fair chance to succeed. 
  • Finally, Which words as an organisation going for campus placements describe your experience of the Campus Placements?
  • Fun
  • Engaging
  • Boring
  • Intimidating
Interaction with Students.....Campus 2 Corporate

Friday, 17 March 2017

Empathy Map

  • An Employee Empathy Map is a powerful process that can be utilised in several ways. It can help organizations to learn to get into the hearts and minds of employees to engage them to the company and it can be utilized to as a tool for providing deeper insight into how employees can engage with the customer and the customer journey.
  • You will dramatically increase your emotional intelligence about employees when you use an employee empathy map. This tool is meant to be collaborative. It is also intended to be strengths based in it's approach to leverage the best of what is. An employee empathy map can be used to represent different groups, departments or senior executives of your organization.
  • We all have come to know that 90% of the employee experience is based on emotions. Therefore, an empathy map targets the emotional sensors of employees so you are able to increase your emotional intelligence about employees. You learn more about their emotions and build more self awareness as an organization. This empathy map contains a problem statement, actions to take, action owners and six sections: Think & Feel, See, Say & Do, Hear, Pain and Gain
  • To know more feel free to connect at or call at +91-9223268309. We are here to help you