At Work or at Home


At work we feel in control. More importantly, our efforts are generally noticed and rewarded. Apart from financial rewards, we get ego gratification at work in countless other ways. Co-workers compliment us on our new outfits. Customers thank us for good service. The boss turns to us for help on an important contract because no one else can handle it as well.

At home, on the other hand, our good work may be taken for granted; we may be noticed only when we do things incorrectly.

With the frequent disparity between the ego-strokes received at home and at work, it’s hardly a wonder that more men and women than ever before are giving in to the siren call of their work, choosing to stay late at the workplace. It is for this reason that many workaholics frankly admit that they seldom need to be forced to work; they simply like to work, more than they like to spend time at home.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Stumbling on Leadership


Using today’s methods of managing the technical development process, the most important decision top management makes on a new product is the selection of the group leader. The second most important decision is to stay out of the way and let the leader lead.

But who is a leader? Or, better, who will develop into a leader? The person has a non-authoritative position; that is, a leader has no line authority over such co-workers as peers, peers’ subordinates, temporary employees, vendors (subcontractors, suppliers), customers, and bosses. The leader leads in a milieu that can change from supportive to hostile overnight, with parameters that are almost completely unknown (e.g., competitive reactions), and with a new and even more inexperienced team of people.

Yet that person can overcome virtually every obstacle. That person alone can enthuse and motivate a group of people to do what seems impossible. Fortunately there is lots of this leadership around, managers with successful track records in this work and many managers who are as yet undiscovered. Unfortunately, it is almost impossible to pick out the undiscovered.

Compounding all of this is the conviction of some firms that a new products project actually needs two leaders, a creative, inspiring type for early on, and a tough disciplinarian for the later stages. Very rarely do we find people who can do both.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Developing Audience’s Profile


If you’re communicating with someone you know well, perhaps your boss or a co-worker, audience analysis is easy. You can predict their reactions pretty well without a lot of research. On the other hand, if your audience is made up of strangers, you have to do some investigation to learn about them before you can use common sense to anticipate their reactions.

  • Determine audience size and composition.
  • Indentify the primary audience.
  • Estimate the audience’s probable reaction.
  • Guage the audience’s level of understanding.
  • Define your relationbship with the audience.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Lectures, Line of Sight