Interpersonal Competencies


  • Empathy: Sensitivity to and concern about others’ emotional states, ability to see one’s own behavior from the other person’s perspective
  • Effective Communication: Actively listens in genuine dialogue and presents ideas clearly and persuasively
  • Social Awareness: Understands group relationship issues and interpersonal dynamics between them between team members and among organizational stakeholders
  • Relationship Development: Fosters constructive networking relationships within diverse internal and external organization groups
  • Leadership: Takes on a leadership role and responsibilities for benefit of the group or organization
  • Collaborative Teamwork: Actively builds dynamic teams of diverse individuals to collaborate in creating new solutions to achieve goals.

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.

Interacting with People


Direct open communication with others fosters trust, enhances information flow, and builds stronger relationships. Use following guidelines to increase such communication:

  • Let people know in a timely way about information that affects them. Respond as quickly as possible to any questions they may have.
  • Be aware of the messages you send non-verbally. Communicate a positive, open message to people by facing them and making eye contact (or using other culturally appropriate gestures when in other countries or cultures).
  • To help your employees and others develop their skills, convey positive and constructive feedback. Positive feedback lets people know what they are doing correctly and the behavior you appreciate. Constructive feedback informs people of their ineffective behavior and gives them an opportunity to compensate for or improve the behavior.
  • If conflicting or mixed messages come up in conversation, confront the discrepancy and work with the other person to clarify the misunderstanding.
  • When you receive vague messages, define the issues in concrete terms so that all parties are clear about what is being said.
  • When you need to get a point across in a direct, nonaggressive, fashion, simply say what you think and feel without putting the other person down.

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.

International Codes of Environmental Conduct


A number of business organizations have developed codes of environmental conduct. Among the most important ones are the following:

  • International Chamber of Commerce (ICC): The ICC developed the Business Center for Sustainable Development, 16 principles that identify key elements of environmental leadership and call on companies to recognize environmental management as among their highest corporate priorities.
  • Global Environmental Management Initiative (GEMI): A group of over 20 companies dedicated to fostering environmental excellence, GEMI developed several environmental self assessment programs, including one that helps firms assess their progress in meeting the goals of the Business Center for Sustainable Development.
  • Keidanren: This major Japanese industry association has published a  Global Environmental Charter that sets out a code of environmental behavior that calls on its members to be “good corporate citizens.”
  • Chemical Manufacturers Association (CMA): The U.S. based industry association developed Responsible Care: A Public Commitment, which commits its member-companies to a code of management practices, focusing on process safety, community awareness, pollution prevention, safe distribution, employee health and safety, and product stewardship. The group is working for the international adoption of these principles.
  • CERES Principles: These are 10 voluntary standards developed by the Coalition of Environmentally Responsible economies that commit signatory firms to protection of the biosphere, sustainable use of natural resources, energy conservation, risk reduction, and other environmental goals.
  • International Organization for Standards (ISO): ISO 14000 is a series of voluntary standards introduced in 1966 by the ISO, an international group based in Geneva, Switzerland, that permit companies to be certified as meeting global environmental performance standards.

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.

Reverse Discrimination


Affirmative action programs are necessary to assure continued employment possibilities for minorities and women. Programs to foster the careers of these two groups have grown but while this voluntary action may have  been needed to correct past abuses who at some point is becoming a minority in the workforce? Some males feel that affirmative action plans work against them leading to charges of reverse discrimination.

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.

Leadership Skills


New leadership roles require new leadership skills. These skills can be developed through a lifelong commitment. It is not enough for one or two individuals to develop these skills. They must be distributed widely throughout the organization. This is one reason, that understanding the disciplines of a learning organization is so important. These disciplines embody the principles and practices that can widely foster leadership development.

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.

Performance Review Discussion


  • Review what has been achieved since the last review and examine reasons for successes and failures;
  • Agree on actual levels of achievement;
  • Stimulate and discuss ideas about what can be done to improve results achieved;
  • Agree on future performance goals, the basis of measurement, and timing of review;
  • Help the individual analyze personal performance and underlying factors affecting performance such as skills and knowledge, job structure, standards, and resources available;
  • Strengthen the individual’s commitment to the job;
  • Learn about the individual’s interests, goals, and long-range career plans, and help the individual relate these to the current job;
  • Strengthen the understanding between manager and individual, and foster an open line of communication;
  • Discuss and resolve specific anxieties, uncertainties or misapprehensions affecting job performance plans and directions for future career development, plan specific activities in  support of these plans and directions;
  • Get feedback from the individual on how well you have managed.

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.

Process Engineering


Although continuous improvement methods are positive starts in many of our organizations, they generally focus on incremental change. Such action—a constant and permanent search to make things better—is intuitively appealing. Many organizations, however, operate in an environment of rapid and dynamic change. As the elements around them change so quickly, a continuous improvement process may keep them behind the times.

The problem with a focus on continuous improvements is that it may provide a false sense of security. It may make organizational members feel as if they are actively doing something positive, which is somewhat true. Unfortunately, ongoing incremental change may prevent a company from facing up to the possibility that what the organization may really need radical or quantum change, referred to as work process engineering. Continuous change may also make employees feel as if they are taking progressive action while, at the same time, avoiding having to implement quantum changes that will threaten certain aspects of organizational life. The incremental approach of continuous improvement, then, may be today’s version of rearranging the deck chairs on the Titanic. It is imperative in today’s business environment that all organizational members consider the challenge that work process engineering may have for their organizational processes. This is because work process engineering can lead to “major gains in cost, service, or time,” as well as an organization in preparing to meet the challenges technology changes foster.

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.

 

Previous Older Entries