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Anne Rajesh Anthony
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GM (E&T) ONGC, India
Anne joined the organisation as a Graduate Trainee in the Electronics & Commn Department, and rose through the ranks to become the General Manager (E&T) at Oil and Natural Gas Corporation Ltd.
Tricky workplace situation handled
By this mentor in various human skills
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- 1) CONTENT is lacking 2) Repetitive language 3) Long Pause, Loss of words and Gap is brings down the Confidence level of the Presenter
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- There's nothing wrong in memorizing a speech or a pitch.... provided one UNDERSTOOD the exact MOMENT and TIMING as when that should be used and is able to reproduce it without a flaw; but the WORST can happen when the person is caught unaware with using the wrong speech / pitch. It can lead to a complete SHOWDOWN and loss of confidence.. why even their face.
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- Help them to prepare and collate as much information related to the Presentation. Assist in understanding the information and organize the way in which the presentation is to be delivered. Allow them to prepare the presentation and then guide through for corrections if necessary . Make them practice again and again, finalise the presentation at least one day prior Appreciate their presentation and then slowly make them understand if it could have been done the other way round
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- He did not wait for the customer to complete their requirements He presumed things without even enquiring He did not understand the customer requirement before showcasing
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- Practise to be patient till they have finished talking Learn to empathise and start looking from their side too Remove preconceived notions Never judge Putting up with listening with a good body language that will encourage them to speak and bring out what they are expecting
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- 1) Allow the person to have a conducive environment 2) Make the conversation as an ice breaker type so that the mentee can open up and feel free to learn this skill 3) happened to work with a colleague who was young and was eager to learn as much as possible. He used to interrupt and thought that he was showing that he’s actively listening to me. It took me a while to make him calm down. I used to keep the listening part and when at one pint of time, he understood not to interrupt Today he thanks n praises me for that and also he understood the skill becos I didn’t highlight that weakness in hin…
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- This is pretty difficult Many do not show a facial expression They are stone faced without any emotion or cues Sometimes the hand and legs do matter when someone is extremely happy or disturbed
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- Not always that we can read someone’s face as non verbal cues Once, I came across a co- worker, who was completely without any expression. That person was full of such indifferent expression and it made me think that something was wrong with me So to break the ice, in one of the team meeting, I made all the team members to share a happy occasion or incident that they have enjoyed My God, this individual expressed so much with lots of positivity and joy, but again his non verbal cues were missing. This made me under that there are individuals who can be different So it is for us to understand such behaviour through interaction and experience
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- Second one . He starts on a positive note. His puts the matter with the correct perspective ie, motivate and try to improve the progress n performance
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- No system in place in many concepts Even if system is proven, not following the same meticulously,
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- Communicate effectively. Discuss in detail with concerned person immediately Establish a suitable system Targets n goals should be made in large display boards
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- Discussion is a very effective tool Once, I had a team member who can no respected for others He used to throw tantrums and was absent frequently. With great difficulty, we could handle and finally I decided to convey this to him. But had to muster a lot of courage Took the entire team for a tea n snacks time Discussion enabled each other’s each other’s perspective Thus it improved the efficiency too
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- Patiently listen to the feedback and try to taken action on things that need to be considered for the betterment of self or team or organisation If there is nothing worth in this direction, just let go But in all this, one should learn not to judge self and the person who gave feedback
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- 1) learn to listen without reacting 2) understand the perspective from which the negative feedback was given 3) allow some time to understand the background and find out ways n means to improve on something out of that negative feedback
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- I had a senior officer who used to correct my English language in my Project proposals and Reports Initially I was accepting this and this went on to an extent, he started feeling that I am weak in my English language. After much thought, I understood that it wasn’t my language that needed improvement; but it was his ego n weakness that was being hidden by pointing out silly English language corrections to make me derail from my confidence. From then, I started conveying in a very conducive manner that language n presentation varies from person to person and that this time can we present this report in my style. With a smile he accepted that
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- She is upset Wants a concrete solution Very clear and may not move out without any resolution to the problem. Looks like she has come to me with loads of expectations
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- Welcome her with a smile. Offer a glass of water or coffee to prepare each other n gain some time to settle down. Open the conversation with, " How can I be of some help" " weather seems to be pretty hot" etc. Listen carefully without interruption Don't use prejudice Provide a short I.mediate relief with a long term resolution on priority Ensure that the long term resolution is taken up immediately for action.
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- Yes I also rose up my table and showed an angry gesture by giving a stare Which later I thought I could have avoided. So that I could have handled the issue easily with less time also.
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- Lose self respect I will have no aim in life There will be confusion n chaos Without values there is no meaning to life Values add meaning to life Values help build relationships Values keep life focused
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- Interrogate n find if the mentor is willing to build the value system Values can be listed together and l discussed to priories in order Allow them to imbibe one value after the other Help them if they falter
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- First appreciates, rewards and hence keeps the team motivated Second one allows interaction of the team members and listens to the ideas and strategies of the team for his working ie inclusive and participative style The last one, builds team rapport and maintains cohesion amongst team members
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- micromanaging & Speaks negatively and taking out his stress on the team , Because this nature does not allow the individual team member to grow It stunts the room for innovation and creativity & productivity
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- 1) take stock of the situation n list the details 2) prioritise them task-wise and delegate to members of the team with deadline 3) speak positively and motivate the team that “it’s better late than never “ 4) Allow the team to work and announce a new date and time for their next discussion and implementation In this manner they can focus on expediting to step completion of the project, rather than brood over the failures
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- Leaders are born to lead Especially this attribute comes as a natural style of expression So the leader ie mentee shall be allowed to take independent decisions and allowed to work around in situations when team is a bit lagging behind or off track In this manner the leader will learn much more by his own experience
8
- 1) no common employee portal to disseminate vital information of the organisation 2) Most information about the organisation is kept as a secret 3) Employees are kept in the dark about the progress of the organisation 4) Employee is not aware of the progress and details of the organisation 5) Employee is not yet ready to reveal the crisis situation in their organisation with family 6) The PR of the organisation who are the face to the outside world are themselves at lurch.
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- Checklist prepared Ideas listed out Share with the team instituted for Crisis management Identify the risk involved Strategise to work on an intermittent and then a permanent solution Identify FPRs and schedule timelines with specific resource alignment Follow up on priority as per given timelines
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- Crisis situation to be shared immediately on priority to all stakeholders and those in hierarchy so that they are not taken by surprise and easy resolution is possible. Discuss with all concerned and find out the risk n loss involved Immediate first aid kind of solution to bring the situation under control to be expedited by planning with the CMT Work out a plan to mitigate the crisis situation with a possible remedial measures to avoid such a crisis in future Chalk out a schedule and plan accordingly with timelines
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- Cris has to faced in order to leader the mitigation process thoroughly. So I shall put a mock drill exercise and make them learn by experience Make them the FPR for the mitigation of such crisis so that they can come up with new ideas
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- Success n confidence go hand in hand at all times and they are cyclic To install confidence one needs to identify the skill set and domain expertise Then the ability to deliver is to be highlighted so that each one's contribution fir the progress of the team shall be understood This way success n confidence grows and makes a team or individual grow exponentially
13
- May fumble at trivial and critical situations
- Can stand the pressure test at any situation and are able to take strategic decisions with a vision at all times
14
- Mark should have just observed for a while and shown some performance parameters in which his team have done very well with excellence Explained to the CEEo that the concerns of under performance in those areas shall be flagged soon and concluded saying that he shall soon come up with a time schedule after discussion with his team members This would have given some assurance to the CEO and also avoided confusion within himself
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- Allow the team members to have an opportunity to showcase their skill n ability Nurture their domain expertise and identify future team leaders who can take up the mantle Progress to be monitored and rewarded which can be a motivation
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- HOW TO FOCUS WITH HARD WORK IS WHAT I LEARN FROM THEM. PERSISTENCE & TO BE RESILIENT helps them overcome their challenges;
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- Marathon runners
- Marathon runners check their ego at the door
- Marathon runners always keep moving forward even if things don’t go according to plan
- Marathon runners keep always moving forward even if things don’t go according to plan
- Very tough but it is POSSIBLE if we start with baby steps on the daily routine of life.
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- Talk to the employees to find out the underlying problem.
- Will try to express myself in the best possible way and avoid being overwhelmed and will not like to carry on this baggage of embarrassment.
- Will try to convince the Star performer to stay back for a while, till the critical / conflicts are resolved to some extent. In case, the star performer refuses, then a re-course / Plan B is to be taken. No one is indispensable.
19
- Pursuing even when there no sight of light at the end of the tunnel. Staying Calm and continuing to manage the present situation with plan / focus will sail us through. Practical Example / Experience of managing tough and critical situations
20
- set the target and write down steps to achieve the Goal. Various Options to be listed out with minimal explanation, so that the Mentee tries the best way out Put to practise along the Mentee and thus we can make them understand easily
1
- She needs to connect with people ie colleagues as well as others who can be her prospective customers Now that she is posted overseas, it’s a new terrain and hence she has to put extra effort in creating a connect with people around her
2
- Being open and transparent with data and discussion Encourage brainstorming for critical things Allow the team members to interact with one another as n when they require on any task Having ice breaker sessions, so that no one feels left out
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- Encourage the concept by sharing information by coffee connect Allow the mentee to take up tasks that will involve multi disciplinary involvement Mentee should be made aware of all the departments in the organisation that will broaden his vision to collaborate Mentee can be a part of social gatherings that involve all the departments in the organisation Mentee shall be assigned a project or specific task that will make them involved with different knives of people which will enhance collaboration skill
1
- Taking care myself and family Being diligent in my office work Planning my trips to visit my parents and parents in law Planning and coordinating my children’s study and other things concerning their future List goes on n on
2
- Over commitment leads to frustration It’s burns off that person Finally due to too many commitments to complete, enough hard work n time is not given Therefore quality time and energy cannot be given to complete the commitments as planned This leads to more frustration and the cycle goes on
3
- My Health My career My personal relationship with my spouse kids and parents , parents in law
4
- First I shall have to find if she needs my help Next I shall try to discuss and find out and list all the things that’s bothering the friend Next I shall allow them to prioritise and also define a timeline for that commitment Slowly and steadily that friend shall find life less stressful Being a bit more organised and identifying the importance or impact of certain things on our life shall make life less stressful
5
- Under stress we Can’t think properly Stress brings down the confidence level Stress blocks the mind of the individual
6
- Setting goal gives an idea of the path we need to take Helps us plan and be predicated at all times Helps us to organise and prioritise Gives us room to chalk out plans with good amount of details Without a goal, efforts taken will be aimless and scattered Less product
7
- Seven I do set goals I plan n chalk out schemes to reach the goal But at times I do not fall in line and be a bit lenient I need to be focused at all times and keep monitoring my goal periodically and also I need to have the discipline to achieve with the time frame that I have defined for myself without any influence from the outside which can be anything from personal to career rekated
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- One ball makes them to play and get involved with one another and build team spirit n strength
- There are female players but their attire in same as men; that’s the reason you are unable to differentiate at this distance
- Team makes us learn from one another. So we form groups of people to make a team, so that we stay together for the benefit of all
4
- Hardworking vs hardly working Dedicated vs cut loose attitude Domain expertise in specific areas
5
- While in a multi disciplinary setup, this non bias and non judgemental approach plays a vital role. So I had to adapt as a learner on things I did not know n understand. At the same time in my expert domain specific tasks, being patient in explaining to the other team members and holding on to patience, till I can help them understand is very important
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- URL blocked in office Check the settings of the device (laptop, mobile phone) Contact iT Helpdesk team Request for a firewall or Websense server exemption for that URL Check once again to use the URL Success - send a thanks mail to IT Team Else- escalate to central helpdesk
8
- 1) allow the mentee to take his way of dealing with the problem 2) Make the mentee understand the pros and cons of that 3) Nudge and get them into understanding the other way by nurturing and explaining in simple steps with personal experience
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- ACHIEVE TARGET, QUALITY WORK, GOOD TEAM BUILDING, ENOUGH OPPORTUNITY TO PLAN AND EXECUTE, VALUE ADDITION IS POSSIBLE
10
- FOR BETTER OUTPUT / EFFICIENCY
- SO THAT DELEGATION CAN BE PLANNED
- EASIER TO PLAN AND MANAGE WITH QUALITY
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- WHEN I WAS STUCK AT A POINT WITH THREE CRITICAL ISSUES TO HANDLE, WE DIVIDED THE WORK LOAD WITH TWO OF US WORKING ON A SPECIFIC CRITICAL TASK WHILE THE OTHER TWO EQUALLY CRITICAL TASK WAS HANDLED BY MY COLLEAGUE. THROUGH IT WAS A BIT NERVE WRECKING EXPERIENCE, NET RESULT WAS THAT WE COULD ACHIEVE SUCCESS IN COMPLETING ALL THE THREE TASKS VERY WELL TO THE MAXIMUM BENEFIT AND SATISFACTION.
1
- Have creative thoughts Open for new things Adapt to change Think out of the box Have unique style and mind
2
- Yes to some extent They encourage young minds and middle management to have team work that promotes creative way of functioning New technology boom in many fields have encouraged us to adapt to the change and also take up new technology n innovation in various domain That has been very productive recently
3
- Brain storming sessions Open forums Tech innovation seminars and workshops Tech innovation projects Continuously monitoring the progress in such innovation projects and suitable follow up
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- Innovation is something that should be of personal interest It is difficult to really inculcate to someone who is not able to adapt to a change Opportunity can be given for mentee to think n be creative Support can be given by facilitating open forum n workshops n projects Monitor their adaptability to changes and creativeness Give a productive feedback and direction n support and the cycle goes on till the mentee understands
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- Customer feedback is to be given due importance Customer needs to be complied without deviation
7
- This is a skill that’s pretty tough to practise n cones with continuous practise. So allow the mentee to have an opportunity to express their ways to ascertain the problem This gives room fir them to observe the pattern of problem n it’s recurrence if any Practise with make the mentee perfect
