Perception


Perception is the set of processes by which an individual becomes aware of and interprets information about the environment. A general discussion of behavioral concepts and processes might identify perception as a single process, but perception actually consists of several distinct processes. Moreover, in perceiving  we receive information in many guises, from spoken words or visual images to movements and forms. Through the perceptual processes, the receiver assimilates the varied types of incoming information for the purpose of interpreting it.

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.

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Executive Recruitment


The value of understanding individual personality strengths and developmental areas through the assistance of personality assessment inventories has been especially important in choosing business leaders and senior executives. Executives search firms have long valued the importance of choosing not only the most intelligent candidate with a strategic business sense and proven experience, but one who also possessed the necessary personality traits and leadership competences to operate effectively within an organization’s culture. It was, and is, accepted knowledge that personality plays a critical role in the cultural fit of an incoming senior executive into a new organization. Consideration of personality traits takes on even greater importance when an executive is being chosen to change the direction or culture of the organization.

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.

Highly Effective People and Organizations


Why don’t highly effective people always run successful organizations? And why aren’t all successful organizations run by highly effective people?

We have all seen successful organizations being run by people who don’t come close to being highly effective, whilst people we know to be highly effective sometimes work in unremarkable, underperforming companies.

What is going on then?

The answer lies not in re-examining the laws that govern personal effectiveness but in reviewing the similarities and intrinsic differences between highly effective people and organizations. So where do we start?

We know that highly effective people:

o     Control all decision-making from one place – their brain;

o     Coordinate thought and action centrally in their brain and can make their mouth, hands, feet and everything in between do what they want when they want;

o     Have a single mouthpiece; and

o     Are driven by a single social paradigm – the character ethic.

Organizations, on the other hand:

o     Have multiple decision-making points and use multiple decision-making criteria:

o     Cannot centrally control every aspect of their operation;

o     Struggle to send uncorrupted messages from the center outwards and are often unable to receive incoming messages from distant parts of the organization at all;

o     Are driven by a variety of conflicting influences;

o     May try and influence behavior through corporate values without defining and weighting underlying motivations, failing to make them either relevant or meaningful to anyone apart from the team that created them;

o     Are unlikely to be able to manage relationships in a consistent manner without making a determined effort to do so; and

o     May have a leadership team covertly hostile to each other’s motivations, beliefs, individual social paradigms and ideas about corporate culture.

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.

 

Make Skills Transfer Easy


Make it easy to transfer new skills and behavior from the training site to the job site:

  1. maximize the similiarity between the training situation and the work situation.
  2. provide adequate practice.
  3. label or identify each feature of the machine and/or step in the process.
  4. direct the trainees’ attention, to important aspects of the job. For example, if you’re training customer service representatives how to handle incoming calls, first explain the different types of calls they will encounter and how to recognize such calls.
  5. provide “heads up,” prepatory information. For example, trainee learning to become first-line supervisors often face stressful conditions, high workload, and difficult subordinates back on the job. Studies suggest you can reduce the negative impact of such events by letting trainees know they might happen.

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, Line of Sight