Focusing Organization


This focus begins when someone at top identifies a set of concerns that require correction. These concerns are of significant importance to the organization, rather than passing operational concerns. They are persistent, undesirable situations that have grown over time and have never been adequately addressed. It is clear that a major effort is required to solve them and that new skill and approaches have to be developed if the effort is to be successful.

 The entire project is planned as a taskforce attack on identified situations; objectives—analysis and correction of the target situations, objectives are defined. This planning cannot be delegated. It is done by top management, since responsibility for the project must reside with those who initiate it. By actively directing the project, top management makes its support of the ideas evident to everyone. By participating in the project throughout its life, top management returns control and ensures success.

 The management works out a comprehensive plan and schedule. The population of individuals who can contribute in solving the target situations is identified by name and position. Workshops are scheduled. It is in the workshops that the participants learn. They apply their skills to analysis of their assigned concerns.

 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.

Advertisements

Leadership and Symbols


Person-centered leadership is about helping people get real at work. What you do does not usually have to be right the first time, but it always has to be real. When you remove posturing, pretension, and false communication, people are free to be themselves—to use their good ideas and energies to give themselves and their organization a lift.

The leadership is responsible for the atmosphere and morale in any organization. Executives and managers are not responsible for knowing the solutions to all the organization’s problems. That’s what the experts are for—and the experts are always the people who actually do the job for you on a daily basis. The most effective leaders are not the ones who know how to give good orders. Most effective leaders know that good communication is a two-way street and they are skillful at using symbols to convey truth. Every leader needs a metaphor that defines his leadership style.

The door is just a symbol of commitment to person-centered attitudes and actions. Symbols are exquisitely important, but they have to be your own symbols—a genuine extension of yourself. Just like all other aspects of this approach, the leadership symbols you choose have to be real

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.

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.

Risking New Ideas


If we want people in the organization to start taking some risks, we need to replace no with yes and replace limits with encouragement. The key to the development of a risk-taking organizational climate lies in the ability of management to convey the attitude that new ideas are always a hot commodity. New ideas do not have to be perfect at birth. As the saying goes: “It doesn’t have to be right the first time. It just needs to be real.”

The best risk-takers are those who act without concentrating on all the jeopardies and instead work around the fears that hang up other people. That doesn’t mean that they don’t think before they act; it does mean that in this environment, they take some well-planned chances. I’ve watched associates get better month by month at learning how to make the right risks pay off for them, personally and professionally.

When we communicate that we expect mistakes to occur when people are putting out and working hard, we create an atmosphere of encouragement.  A lot of people in corporate life have made careers out of surviving rather than succeeding; they’ve had to cope with atmospheres laced with fear, suspicion, and blame. Get rid of the blame and start celebrating the efforts and new ideas. Plan to make mistakes and still make it through.

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.

Reinventing Leadership


Many people in today’s organizations are pretty miserable. Unhappy people don’t produce quality services and products. At some level, each one of us knows that. Yet, many leaders and managers have given up. They’ve accepted the idea that employees work forty hours a week only so they can do what they want to do on the weekend. That must be changed, and it can be changed. The realities of the deteriorating social fabric demand that we return self-esteem to workers. The realities of national and global competition demand that leaders start making a difference in their corporations—a difference that truly makes a difference.

There are better ways to run corporations than the old, autocratic, dehumanizing ways. Not only must we implement these better ways; we have to sustain them. You can’t do it with your eyes, head or heart closed. But it’s very simple stuff, and it’s very, very powerful.

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.

Intrapersonal Competencies


  • Self-awareness: Maintains awareness of internal emotional states and has the ability to differentiate between emotional states; awareness of emotional strengths and gaps,
  • Self-management: Employs effective personal strategies to lessen or eliminate acting out of disruptive emotional states,
  • Self-confidence: Develops and maintains a strong and realistic sense of one’s capabilities and value to others,
  • Adaptability: Can adjust emotions, thoughts and behaviors to new dynamic situations; tolerant of different ideas  and perspectives,
  • Stress management: Achieves and maintains an internal equilibrium and calmness within a changing environment,
  • Responsibility: Keeps commitments to others within agreed-upon parameters on a consistent basis,
  • Trustworthy: Knows one’s own values, principles and feelings and acts consistently in accordance with them; acts ethically, fairly and reliably in relationship with others.

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.

Marketing Mix


Matching offerings and markets requires recognition of the other marketing activities available to the marketing manager. Combined with the offering, these activities form the marketing mix.

A marketing mix typically encompasses activities controllable by the organization. These include the kind of product, service, or idea offered (product strategy); how it will be communicated to buyers (communication strategy) , the method for distributing the offering to buyers (channel strategy) and the amount buyers will pay for the offering (price strategy).

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