Truth and Reconciliation in Business


Access to the truth is a fundamental human right and as such it must form the foundation of any truly amazing organization capable of maintaining long-term, mutually respectful and beneficial relationships. This is as true of organizations as it is of nation states or families.

Truth and Reconciliation in business aims to achieve exactly what it says. It aims to get to the truth about the way relationships are being conducted and it aims to use the acceptance of that truth as the basis for reconciling the organization and building fresh new relationships.

If we want our organization to be amazingly successful we must confront and overcome the practice of having completely separate management, employee and stakeholder perspectives, dividing the way we see our organization’s current and future priorities.

We need to develop one working culture capable of uniting our un-reconciled and incompatible aspirations and goals. This requires us to focus not only on our systems and processes but to build strong, dynamic relationships based on dialogue, interaction, genuinely shared values, mutual respect, inclusiveness, openness and trust.

Truth and reconciliation, as practiced by nation states, such as, South Africa, is a detailed process used under the most extreme situations – far removed from anything or indeed any of us has probably seen in any organization.

But let’s not miss the lessons these experiences can teach us about unity and strength, and about how to create harmony in inharmonious situations. Truth and reconciliation in business is significantly scaled-down version with reduced scope based on a drastically reduced need. What it does do, however, is adhere to principles proven in the most extreme environments where demands for forgiveness take on monumental proportions.

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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The Strategic Window


Strategic window is the limited period during which the key requirements of a market and the particular competencies of a firm best fit together. The view to the strategic window shows planners a way to relate potential opportunities to company capabilities. Such a view requires a thorough analysis of 1) current and projected external environmental conditions, 2) current and projected internal company capabilities, and 3) how, whether, and when the firm can feasibly  reconcile environmental conditions and company capabilities by implementing  one or more marketing strategies.

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.

Organization Development


Organization development is a planned, managed, and systematic process. Its objective is to change the system, the culture, and the behavior of an organization in order to improve the organization’s effectiveness.

Organization development deals with organizational aspects of the behavioral sciences and links with human resource development and organizational renewal. Many definitions of organization development mention such objectives as helping members of an organization to interact more effectively. It must always be organization-wide, directed towards more participatory management, must provide for integrating the individual’s goals with the organization’s and must be considered an ongoing process.

Much organizational inefficiency can be traced to individuals who are not interested in the organization they belong to. Conversely, a lot of personal unhappiness can be traced to feeling inadequately integrated into the organization one belongs to. The benefit of organization development lies in reconciling the interests of individuals and of the organization and successfully realizing both.

While organization development will not overcome such deficiencies as outdated technology, inadequate financing or hostile external forces, it will enable organizations to cope more effectively with these negative influences.

Organization development is based on the behavior of organizations, but that both can be modified with proper diagnosis and skilful intervention.

Most organization development agents or consultants tend to view their mission as helping client organizations become more participatory and consensus seeking.

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.

 

Public Policy


Public policy is a plan of action undertaken by government officials to achieve some broad purpose affecting a substantial segment of a nation’s citizens. It is also is what a government chooses to do or not to do. Governments generally do not choose to act unless a substantial segment of the public is affected and some public purpose is to be achieved. This is the essence of the concepts of governments acting in the public interest.

The role of government is extensive in most modern economies. Although there are vigorous debates about the size and specific actions of government, there is broad agreement that government has some appropriate role to play in modern life. As the world’s population increases, individual nations have more citizens whose needs have to be met and whose interests and concerns have to be reconciled into reasonable plans of action. These are the rules that government, whatever its specific form, plays in the modern world. Public policy, while differing in each nation, is the basic set of goals, plans, and actions that each national government follows in achieving its purpose.

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.

Great Managers: Ask yourself six Questions


Great Managers know that the core of a strong and vibrant workplace can be found in the six questions:

  1. Do I know what is expected of me at work?
  2. Do I have the materials and equipment I need to do my work right?
  3. At work, do I have the opportunity to do what I do best every day?
  4. In the last seven days, have I received recognition or praise for good work?
  5. Does my superior, or someone at work, seem to care about me as a person?
  6. Is there someone at work who encourages my development?

Securing 5’s to these questions is one of your most important responsibilities. And as many managers discover, getting all 5’s from your employees is far from easy. To secure 5’s to all of the questions you have to reconcile responsibilities that, at first sight, appear contradictory. You have to be able to set consistent expectations for all your people yet at the same time treat each person differently. You have to be able to make each person feel as though he is in a role that uses his talents, while simultaneously challenging him to grow. You have to care about each person, praise each person, and, if necessary, terminate a person you have cared about and praised.

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.

Homogeneous or Heterogeneous Teams and Creativity


Homogeneous teams—ones in which members have similar values and attributes—have the advantage of cohesion, and cohesion may translate into high productivity and goal accomplishment. But excessive cohesion can turn into groupthink and dumb decisions that do not respond to situational changes and contingencies. Heterogeneous teams are those whose members have diverse orientation. Agreements in such teams may be difficult; but having to reconcile diverse viewpoints may lead to more innovative solutions. In situations where creativity is important, as in strategic planning or research or ad teams, heterogeneous teams should have an advantage over homogeneous teams.

Creativity is more than fresh ideas. These ideas need to be workable. In making fresh ideas workable, the cohesive team may be at an advantage. For successful creativity therefore, fresh ideas need to be generated by heterogeneous teams but made workable by homogeneous teams. Or perhaps the heterogeneous team needs to adopt the norm that for generating fresh ideas it should leverage its internal diversity, but that for selecting a creative idea generated and making it workable the team needs to operate highly cohesively.

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 contact www.asifjmir.com, Line of Sight