Please read my point of view on work-life balance posted on the People Matters site. It brings out current issues and discusses potential solutions for organizations and individuals.
Read by clicking the LINK HERE or below the image
Link to article: https://www.peoplematters.in/author/rajiv-noronha
You are welcome to check out my OD Axis Site, too.
Daniel Goleman’s Focus: The Hidden Driver of Excellence explores the critical role of attention in achieving professional and personal success. For HR practicing managers, this book offers valuable insights into how focus impacts leadership, decision-making, and employee engagement.
I wrote a blog on Focus many years ago and have been using the concept of focus in my training programs and interactions with leaders and managers since 2003. Read the blog HERE
Coming to Daniel Golemans Book,..... when one reads a book, the perspective varies depending on the point of view from which one sees it. Here is a perspective from the point of view of HR professionals.
Three Levels of Focus: Goleman categorizes attention into three domains—inner focus (self-awareness), other focus (empathy and social awareness), and outer focus (understanding the larger organizational and market environment). HR leaders must balance all three to drive high performance and foster a people-centric culture.
The Role of Attention in Leadership: Effective HR managers need strong focus to make strategic decisions, manage conflicts, and drive talent development. Leaders who can direct their attention appropriately tend to be more emotionally intelligent and effective in handling workplace dynamics.
Empathy and Relationship Building: Goleman emphasizes that leaders who cultivate social awareness and empathy build stronger teams. HR professionals must harness this ability to understand employee motivations, provide meaningful feedback, and enhance workplace relationships.
Cognitive Control and Resilience: A well-developed focus allows HR managers to remain calm under pressure, navigate change, and drive a culture of resilience. In today’s fast-paced work environment, this skill is crucial for handling workplace challenges and fostering innovation.
Managing Distractions in the Workplace: The modern workplace is filled with distractions that hinder productivity. HR leaders can use insights from the book to design environments that minimize interruptions, promote deep work, and improve employee well-being.
Developing a Culture of Focus: Organizations thrive when employees can sustain attention on meaningful work. HR can play a key role in embedding focus-enhancing practices, such as mindfulness training, strategic goal setting, and structured feedback mechanisms.
For HR managers, Focus is a compelling guide to enhancing leadership effectiveness, employee engagement, and organizational performance. By mastering attention management, HR professionals can create a work environment where people are productive, deeply engaged, and fulfilled.
Today's business world is changing rapidly, and organizations face unprecedented challenges. From technological advancements to shifting global markets, geo-political upheavals, and economic shifts, the need for agility and adaptability has never been more critical. Human Resources (HR) and Organizational Development (OD) are at the forefront of this transformative era, playing a pivotal role in ensuring organizations survive and thrive in the face of change.
The business environment of the 21st century is marked by volatility, uncertainty, complexity, and ambiguity (VUCA). In such a scenario, traditional business models and strategies are quickly becoming obsolete. The organizations that will succeed are those that view change not as a threat but as an opportunity. This is where HR and OD become indispensable.
.webp)
Continuous learning and development are the bedrock of organizational agility. By fostering a culture of ongoing education and skill enhancement, HR helps build a workforce that is flexible, resilient, and equipped to handle new challenges. For instance, regular training sessions that focus on new technological tools or workshops that enhance soft skills like critical thinking and problem-solving can significantly elevate an organization’s capability to adapt to changes.
Strategic HR and OD interventions are tailored to align the workforce with the future vision of the company. These interventions include comprehensive change management strategies that minimize resistance and maximize engagement, performance management systems that emphasize growth and achievement, and leadership development programs designed to cultivate visionary leaders.
One significant aspect of strategic HR is its focus on talent management. In a changing world, finding and retaining the right talent is paramount. HR professionals use innovative recruitment and retention strategies that not only fill positions but ensure that the recruits are aligned with the company’s culture and long-term goals.
Effective OD can transform an organization from the inside out. By systematically improving processes, structures, and systems, OD ensures that an organization is more efficient, responsive, and competitive. For example, by redesigning organizational structures to be more flat and less hierarchical, companies can enhance communication and decision-making – critical elements in a fast-paced world.
Moreover, OD can lead to increased innovation. Through team-building activities and collaborative projects, OD fosters an environment where creativity is encouraged and valued. This can lead to breakthrough ideas that drive the organization forward, keeping it relevant and competitive.
The impact of HR and OD is profound and measurable. Organizations that invest in these areas often see improved employee engagement, higher retention rates, increased productivity, and better financial performance. Furthermore, they are better positioned to anticipate and react to changes in their external environment, reducing risks associated with market or regulatory changes.
As we look to the future, the role of HR and OD in organizational success cannot be overstated. In a world where change is the only constant, these disciplines provide the tools and strategies needed for businesses to not only adjust but excel. Investing in HR and organizational development is not just an operational decision; it is a strategic one that has the potential to determine the long-term success and sustainability of an organization.
By embracing HR and OD, businesses can transform challenges into stepping stones towards innovation and growth, ultimately securing a competitive edge in the changing world of today. To know more check out www.odaxis.in (OD Axis Web Site)
Every leader should understand nuances of what it means to achieve through collective efforts of varied set of people. It's easy to transpose key members of your team along with you when you move roles within a company or outside (I call it tagging talent along with you).
To drive good performance leaders need to understand the essense of what motivates performance. I have a copyrighted framework called the CEMENT framework.
Understanding each element of the framework and applying it to see where each member stands is a key to effective execution.
A brief summary of the CEMENT framework for performance of your team is provided in a published link. It was published by ETHR World in 2023.
Please enjoy reading it.using below link. It's a free site and only need to login with your email ID. No payment required.
Everyone wants to be happy but its not easy if you look around you'll find less display of these emotions outwardly atleast.
In a recent lecture I heard, cam to know of a nice book. Summarizing the key messages from "The Happiness Hypothesis" , thought-provoking book written by psychologist Jonathan Haidt, exploring the nature of happiness and the factors that contribute to a fulfilling life.
The book draws upon ancient wisdom, modern psychology, and philosophical insights to provide readers with a comprehensive understanding of happiness and its underlying principles.
Key Messages:
The Happiness Formula: Haidt introduces the "happiness formula," which suggests that happiness is a product of the interaction between our genetic predisposition for happiness, our life circumstances, and our intentional activities and thoughts.
The Elephant and the Rider: Haidt uses the metaphor of an elephant (representing emotions) and a rider (representing rationality) to explain the dynamic between our impulsive desires and our logical self. Managing this dynamic is essential for achieving lasting happiness. I love this analogy and use it often in my discussions
Positive Psychology: The book emphasizes the principles of positive psychology, focusing on strengths, virtues, and factors that contribute to a fulfilling life, rather than solely addressing disorders and problems.
Adaptation: Humans tend to adapt to both positive and negative life changes over time, which can lead to a "happiness set point." However, intentional activities can help break through this set point and elevate overall well-being.
Relationships and Social Connections: Haidt highlights the significance of strong social connections and relationships as fundamental contributors to happiness. Positive interactions and meaningful bonds with others contribute significantly to a satisfying life.
Savoring and Gratitude: The book encourages the practice of savoring positive experiences and expressing gratitude for the good things in life. These practices can enhance our well-being by focusing our attention on positive aspects.
Hedonic Adaptation: The concept of hedonic adaptation explains why material possessions and external achievements often provide only temporary boosts in happiness. Our tendency to adapt to new circumstances makes it crucial to seek happiness from within.
Important Quotes:
"Happiness comes from between. It comes from getting the right relationships between yourself and others, yourself and your work, and yourself and something larger than yourself."
"The key to a good life is to strike the right balance between your drive to achieve and your need to enjoy the journey."
"Happiness is not something that you can find, acquire, or achieve directly. You have to get the conditions right and then wait."
"Happiness is a matter of understanding how your mind works, setting your life up the right way, and managing your thoughts and behavior."
Key Points and Inferences:
Ancient Wisdom Relevance: Haidt draws upon ancient philosophies, such as those of Buddhism and Stoicism, to highlight their relevance to modern psychology. These timeless insights offer practical ways to attain happiness by managing desires and cultivating contentment.
Cognitive Biases and Perception: The book delves into cognitive biases that influence our perceptions and judgments. Recognizing and addressing these biases can help us see the world more accurately, leading to better decision-making and increased well-being.
Cultural Variations: Haidt explores cultural variations in understanding happiness, emphasizing that different cultures have distinct values and approaches to well-being. This underscores the need for a balanced perspective that acknowledges diverse viewpoints.
Self-Transcendence: The concept of self-transcendence, whether through spirituality, meaningful work, or altruism, is highlighted as a potent source of happiness. Engaging in activities that go beyond personal interests can lead to a deeper sense of purpose.
Resilience and Adversity: The book discusses the role of resilience in overcoming adversity and challenges. Developing the ability to bounce back from setbacks is crucial for maintaining a positive outlook even in the face of difficulties.
Mindfulness and Meditation: Haidt introduces mindfulness and meditation practices as methods to cultivate self-awareness, reduce stress, and enhance overall well-being. These techniques can help individuals better understand their thoughts and emotions.
In conclusion, "The Happiness Hypothesis" provides a comprehensive exploration of happiness, weaving together insights from psychology, philosophy, and ancient wisdom. Its key messages revolve around understanding the factors that influence happiness, adopting intentional practices, and finding a balance between external circumstances and internal states of mind. By recognizing the importance of relationships, personal growth, and mindfulness, readers can gain practical tools to lead more fulfilling and content lives.
Every time there is a disruption in the world of business there is a downstream impact on the human resource function which is a key enabler and partner in performance and navigating the disruption. Here are five ways in which HR function has needed to change focus since March 2020. Though things like digital transformation started well before that the pace of change did accelerate.
If you are not seeing any of the below changes at your workplace you will sooner or later come across the shifts.
Preparing the Org for remote and hybrid work: One of the most significant changes HR has implemented post-pandemic is the shift towards remote work. HR has had to adjust policies to accommodate remote work, including creating guidelines for remote work, providing equipment, tools, and resources, as well as developing strategies to manage remote teams. Over the next 2 years almost every organization will have some elements of hybrid work built in and HR will play a key role in managing and nurturing the transition.
Increased focus on employee wellness: The pandemic highlighted the importance of employee wellness, both physical and mental health and well-being. HR has taken on a more significant role in promoting employee well-being, providing resources such as counseling, wellness programs, and flexible work arrangements. Real success in leveraging this trend cannot happen unless managers and leaders champion this cause within organizations. Stretch hours of working in the online mode needs attention and organizations have to manage the expectations as employees return to work. The commute time saved was perhaps the icing on the cake for improved productivity but some of that will be lost as people get back to working offline as well as in hybrid environments.
Digital transformation: The pandemic accelerated the shift toward greater adoption of digital technology. HR has had to adapt to new technologies to facilitate remote work, hiring, onboarding, training, and development. This includes the use of video conferencing, digital learning platforms, and virtual recruitment tools.
Enhanced communication: With remote work becoming the norm, HR, and managers in partnership have had to focus on improving communication channels. This includes providing regular updates, setting clear expectations, and fostering a sense of community and connectedness among employees. Communication is needed to keep the organizational shared understanding going as well as dispel false information and grapevine that are fuelled by social media and the tools that stoke the fires when news spreads.
Focus on diversity and inclusion: The pandemic highlighted the inequities and injustices faced by marginalized groups and certain segments who could not really ready themselves for the online way of working be it for space, tools and knowledge. HR has had to focus on creating a more diverse and inclusive workplace, including reviewing hiring practices, promoting diversity training, and creating a culture of inclusivity.
Agile workforce planning: The pandemic brought unprecedented uncertainty, and HR has had to adjust workforce planning accordingly. This includes creating flexible staffing plans, preparing for different scenarios, and building a workforce that is resilient and adaptable to change.
As we evolve we will see more of AI penetration in the coming days and these will bring in further impact on the trends above. Keep watching for tectonic shifts on the people landscape in organizations.
For more such small snippets and viewpoints, you can refer to the below links
