11 EXCITING LEADERSHIP STYLES FROM CRICKET FOR LEADERS AND ORGANISATIONS

Fascinating Leadership Styles From Cricket for Organisations& Leaders 
An in-depth and extensive analysis of the game of Cricket has provided following fascinating variety of Leadership styles that can be adopted by organizations and leaders. Adaptation of suitable leadership style is to be based on the organisation/team composition, strength and weakness of members, organization and individual goals, nature of assignments to be handled-as to long/medium/short-term, commercial or social, new assignments or repeat/ standard ones and so on. By identifying multiple situations that can confront leaders in their career path, this article brings to focus forcefully that leadership style cannot be static for a leader and will require them wearing different leadership hats, suiting a variety of situations

The fascinating range of Leadership styles unearthed as part of the in-depth analysis of game of Cricket reads as follows The leadership styles are listed in the alphabetical order for easy recall and do not signify any order of importance etc.

1)ACTIVE (OMNIPRESENT) LEADERSHIP 2)AGGRESSIVE (TIGER ON THE PROWL!) LEADERSHIP 3)CHARISMATIC (ROYAL!) LEADERSHIP 4) CONFIDENCE-BUILDING (IDENTIFYING GEMS!) LEADERSHIP 5) COOL (ICEBERG) /PASSIVE LEADERSHIP 6)ENDURING (STABILITY/COMMANDING RESPECT) LEADERSHIP 7)INSPIRATIONAL (TRANSFORMATIONAL) LEADERSHIP 8)PARTICIPATIVE (OUTSTANDING OR STAND-OUT?!) LEADERSHIP 9)PROJECT STYLE (SLAM-BANG!) LEADERSHIP 10) TASK-MASTER (MILITARY) LEADERSHIP 11)UNOBTRUSIVE (CARROT& STICK) LEADERSHIP

CLICK THE LINK BELOW TO ACCESS AND GET AN FASCINATING INSIGHT IN TO  11 EXCITING LEADERSHIP STYLES FROM THE GREAT CRICKETERS OF THE PAST&PRESENT FOR LEADERS AND ORGANISATIONS                                                         (ARTICLE PUBLISHED IN A WORLD RENOWNED ARTICLE DIRECTORY )

http://ezinearticles.com/?Fascinating-Leadership-Styles-From-Cricket-for-Organisations-and-Leaders&id=9033901

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HOW QUALITY CAREER PLANNING CAN FAST TRACK YOUR CAREER

CAREER PLANNING-FOCUS,MEANING,DIRECTION AND                                                  GROWTH TO A CAREER

CAREER PLANNING FOR A SUCCESSFUL,MEANINGFUL AND PEACEFUL PROFESSIONAL AND PERSONAL LIFE

Everyone understands and talks about the importance and significance of Career Planning with Very few practising it and that too in a limited way,while many others never practising it. In many such cases their employment career turns out to be a series of unplanned, emergency job-hopping and not one of choice.                                                                                         Many questions can confront a professional doing Career Planning:1)Is it really possible to do it 2)At what stage of career it is possible or it should be done 3)Is it relevant for one and all and for all types of careers and at all levels 4)what is the dividing line between a planned career and job-hopping 5)is it one-time or ongoing and so on.

CLICK THE LINK BELOW TO ACCESS  INSIGHT IN TO PLANNING A SUCCESSFUL CAREER (WHAT IS CAREER PLANNING-DEFINING and UNDERSTANDING,WHY CAREER PLANNING-BENEFITS,HOW CAREER PLANNING-PROCESS, SYSTEM, PROCEDURES ETC)SHUN EMERGENCY AND DEAD-END JOB HOPPING AND ABOVE ALL ACHIEVING AN "EXPERT TAG"                                                                                                                      (ARTICLE PUBLISHED IN A WORLD RENOWNED ARTICLE DIRECTORY )
http://www.articlesbase.com/career-management-articles/whatwhy-and-how-of-career-planning-avoiding-pitfalls-of-job-hopping-7268215.html

FOR FURTHER INSIGHTS IN TO FAST_TRACKING CAREER THROUGH CAREER PLANNING:-LINK BELOW
http://allindiaexecutivesearch.blogspot.in/2015/04/10-big-bang-commandments-to-fast-track.html


HAPPY CAREER PLANNING FOR A SUCCESSFUL,MEANINGFUL AND PEACEFUL PROFESSIONAL AND PERSONAL LIFE

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Please forward your latest&Full CV's with your comprehensive response to following select and key queries essential for expediting further processing for multiple requirements through our various offices matching your profile and your requirements.(C.V's To be forwarded after discussions with you )

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HEAD-HUNTING "PASSIVE" CANDIDATES-A THOUGHT PROVOKING AND HUMOUROUS HAPPENING

The worrying,internationally relevant and significant reality of "EMPLOYABILITY GAP"between education and sustainable employment career,is being brought to focus in this article,published in an international Article directory of repute, through art and science of head-hunting passive candidates.Though narrated in a lighter vein,the article makes a sincere and hard-hitting attempt to highlight this "EMPLOYABILITY GAP"prevalent even with Higher and Professional education and calls for a whole-hearted attempt to find a long-term solution,by coming to-gether of all constituents to EMPLOYABILITY.

THIS ISSUE OF "EMPLOYABILITY GAP",NEEDS ADDRESSING ON A WAR-FOOTING WITH THE COMING TO-GETHER OF ALL CONSTITUENTS OF EMPLOYABILITY NAMELY GOVERNMENT, EMPLOYERS,EDUCATIONAL INSTITUTIONS, STUDENTS, PARENTS,RELEVANT MEDIA AND ALUMNI

CLICK THE LINK BELOW TO ACCESS THIS FULL INSIGHTFUL ARTICLE PUBLISHED IN A WORLD RENOWNED ARTICLE DIRECTORY 

'EMPLOYABILITY GAP' Experienced Through the Art and Science of Head-Hunting 'PASSIVE' Candidates

FOR A DEEPER INSIGHT AND TO TAKE AN ACTIVE PART IN A SURVEY ON A NATIONAL SCALE AND LEVEL ON EMPLOYABILITY PL VISIT:-

http://allindiaexecutivesearch.blogspot.in/2015/03/employability-and-human-capital.html
COME LET US TOGETHER ADDRESS&MANAGE THIS INTERNATIONALLY CRITICAL AND VERY SIGNIFICANT  ISSUE OF"EMPLOYABILITY GAP"COMPREHENSIVELY AND ON WAR-FOOTING.

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HAVE GREAT LEADERS AND ACHIEVERS FAILED IN INSPIRING AND MOTIVATING US TO "CREATE POSITIVES"

A GAME CHANGING"EMPLOYEE ENGAGEMENT"INITIATIVE-"EMPLOYMENT BRANDING| TO "RETENTION STRATEGY"

PATH-BREAKING "EMPLOYEE ENGAGEMENT" PROGRAM -GAME CHANGER  IN "EMPLOYMENT BRANDING" /"RETENTION STRATEGY"

Devising an ongoing Employee Engagement program, meeting Multiple Long-Term objectives with respect to Employment branding /Retention Strategy / Assessment / Highly and beneficially Engaged Employees

WHY EMPLOYEE ENGAGEMENT:-

1) Studies have shown that Employees desire for Social and Psychological fulfillments beyond Compensation and benefits

2) The more Engaged the Employees are in their work, more motivated they are in performing.

3) Organisation expectations from Employees and how such expectations Sync with the organization's growth

4) Creating opportunities for employees involvement in inspiring projects to their liking,outside their official environ can satisfy their desire for achievement orientation and can result in higher productivity in office

5) There is a definite need to understand Career goals & career ambitions of the Employees to work-out a satisfactory career path for them.

As Organisation Heads, Human Resources Professionals, Consultants with direct / indirect responsibility for Engaged Employees, we come across in our professional life many type of Employee Engagement initiatives which are serious /not so serious,with some depth / peripheral,With some impact / minimal or no impact, Very short / short term etc. In many instances we find them to be more of holiday activities / families getting to-gether /one-off activity and so on. While even best of them,most of the times end-up creating a group of reasonably satisfied Employees,very rarely meets the objective of a well-designed Employee Engagement initiative, that of a Group of Satisfied and Performing Employees.

Designing a Research based, Path-breaking & Game Changing EMPLOYEE ENGAGEMENT PROGRAM:-

An extensive research to Conceptualise and develop a Path-breaking,ongoing and Long-term Employee Engagement initiative to meet clearly the objective of PERFORMING and SATISFIED EMPLOYEES,identified the following various and critical factors that should be integral part of such a program which can go a very long way in designing such a GAME CHANGER:-

1) EMPLOYMENT BRANDING

2) STAR PERFORMERS

3) HIGHLY AND MOST BENEFICIALLY ENGAGED EMPLOYEES

4) SYNC WITH HIGHER PRODUCTIVITY

5) EXCELLENT COMMUNICATION CHANNELS- COMMUNICATE VISION, GOALS, VALUES ACROSS

6) ONGOING ASSESSMENT AT ALL LEVELS ON VARIOUS ASPECTS OF PROFESSIONAL AND PERSONAL TRAITS AND BEHAVIOUR

7) CREATE AN INNOVATIVE AND MOTIVATIONAL ENVIRON AND CULTURE

8) ALL MANAGERIAL AND SUPERVISORY PROFESSIONALS TO TAKE THE LEAD FOR OTHERS TO FOLLOW

9) RECRUITMENT AND RETENTION STRATEGIES

10) TOP-CLASS FEED-BACK MECHANISM TO SUPPORT IN STRUCTURING AN EMPLOYEE ENGAGEMENT INDEX, CAPABLE OF REFLECTING AREAS FOR IMPROVEMENT,FINE-TUNING REQUIREMENTS ETC

We are sure such a research based, comprehensively designed, ongoing /long-term Employee engagement program will go a long way in benefitting both the organization and Employees, as such a program will help align organization and Employee Goals & Values with great amount of certainty.

S RAMACHANDRAN-1st class educational career,Premier MGT.institute,Principal Promoter- PERFECT PLACER /SPEEDHR ( http://allindiaexecutivesearch.blogspot.in/ ) Ethical Executive Search firm of long standing All-India presence, focused on Top / Senior /Middle levels, diversified in to Psychometric Assessment,Training, HR / Education /SMB Consulting, Digital /Online resources etc

USPs include Research based recruitment, PANEL ADVISORS& CONSULTANTS, Innovative application of Digital /Online resources for Career /Professionals / Business

Approached and In discussions with many international players of standing for Top/board level executive Search,Psychometric assessment,HR Consulting etc

Article Source: http://EzineArticles.com/?expert=Ramachandran_S

Article Source: http://EzineArticles.com/9009476

CHESS&THE GAME OF TALENT MANAGEMENT

                         STAR PERFORMER SYNDROME !!!

           FIGHT FOR THE MARKET SHARE !!!

CHESS AND UNDERSTANDING HUMAN RESOURCES& TALENT MANAGEMENT 

There are similarities between the Game of Chess & Talent Management and hence an understanding

of Chess helps in evolving ,nurturing, growing and fine tuning a good Talent management strategy

1)In the game of Chess, each soldiers has a designated space, path etc while each Talent has designated location, Responsibility & KRA

2)The objective in Chess is to protect your King ,Check-Mate your opponent King, in Talent Management you try to Retain your Star Performer&at the same time Check-Mate your competition by getting their Star Performers

3)As in the Case of Chess where you have a "SUPER STAR" in your QUEEN,which is the King Pin of your strategies in the Game of Chess, Your "SUPER STAR" performer is the focus of most of your Strategies in Business

4)Just as in the game of CHESS, You are still a loser if you exceeded your Time-Limit(Even if you have a distinctly better position),Your Talent is good only to the extent of their Proper Time Management,as best of decisions not taken by them in time, results in your losing the battle.

5)As in the Game of Chess, it is very important to be "GOOD IN YOUR END-GAME'(even after the Queens are of the board),in the game of business it is very important to have a good back-up team, when your SUPER STAR is not available for you. Otherwise as in the game of Chess,if your opponent knows your dependence on heavy pieces will deliberately try to swap the heavy pieces,Your competition knowing your Weakness of depending on your Star performer, will try to snatch him away at any cost.

6)Just as Chess is a virtual Psychological warfare, it is very important to understand the Psyche of your talent. Hence more& more resorting to of Scientific Psychological tools like Psychometric assessment.

7)In the game of chess you have soldiers with different strengths, similarly it is very important to have a talent management strategy in place,which will help identify&form teams with different skill sets.

8)Just as in Chess, a pawn.which is a soldier with limited potent when alone, but can be a terror when they are "COMBINED PAWNS", it is important to structure your talent management strategy in such a way that your even average performers when working as a well oiled team can create a havoc in the market place.

9)In Chess, one of the key focus of the opening strategy will be control of the board,by controlling central squares, Your talent management strategy should focus on getting &retaining talent through whom your Market space can be dominated.

10)In Chess, you continuously update yourself on Opening/Middle/End-Game Strategies, so you are well prepared for any type of onslaught &also help in efficient time management, the talent management strategy should provide for ongoing and state of the art learning &development to prepare your talent for any type of competition & situations

While it will be possible to highlight many more of such similarities & learning between Chess& talent Management(We will try to look at it definitely in more detail at a later date),trust this has been an interesting and useful study and will help in fine tuning your Talent management strategy

S. Ramchandran - A Management professional from a premier institute, with an extensive industry& consulting experience. Also was a Chess Player of National standing in INDIA.

TOP/SENIOR/MIDDLE MANAGEMENT PROFESSIONALS-FOR CAREER OPTIONS-VIDE OUR ALLINDIA NET-WORK

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- Your current CTC with clear break up to have a meaningful comparison

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- Full education details - duration & year of passing,Full time/P.TIME/ Distance education,Mark, etc ) and Full family Details

- Reporting to Reported by (latest 2 assignments)

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S.RAMACHANDRAN- PRINCIPAL PROMOTER 
PERFECT PLACER /SPEEDHR -CHENNAI 

OtherOffices: Bangalore, Mumbai and NewDelhi

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E.MAIL-perfectplacerc@perfectplacer.com /perfectplacerc@gmail.com

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All of us who have so far enjoyed our good friend Mr.GDS' wisdom relating to HR&MGT,now have an  opportunity to enjoy another facet of his personality -bringing out Kishore /Rafi /Mukesh hidden in him.Thanks Mr.GDS for bringing to life again, the Golden era of Hindi Music !! Wishing Mr.GDS the very best                                                                   CLICK THE LINK ABOVE TO ENJOY THE GOLDEN MELODIES