A blind boy sat on the steps of a building with a hat by his feet. He held up a sign which said: "I am blind, please help." There were only a few coins in the hat.
A man was walking by. He took a few coins from his pocket and dropped them into the hat. He then took the sign, turned it around, and wrote some words. He put the sign back so that everyone who walked by would see the new words.
Soon the hat began to fill up. A lot more people were giving money to the blind boy. That afternoon the man who had changed the sign came to see how things were. The boy recognized his footsteps and asked, "Were you the one who changed my sign this morning? What did you write?"
The man said, "I only wrote the truth. I said what you said but in a different way."
I wrote: "Today is a beautiful day but I cannot see it."
Both signs told people that the boy was blind. But the first sign simply said the boy was blind. The second sign told people that they were so lucky that they were not blind. Should we be surprised that the second sign was more effective?
Moral of the Story: Be thankful for what you have.. Be creative. Be innovative. Think differently and positively.
When life gives you a 100 reasons to cry, show life that you have 1000 reasons to smile Face your past without regret. Handle your present with confidence. Prepare for the future without fear. Keep the faith and drop the fear.
The most beautiful thing is to see a person smiling…
And even more beautiful is, knowing that you are the reason behind it!!!
Enjoy your day with a heart of gratitude
Wednesday, October 27, 2010
Tuesday, June 15, 2010
Why Men Don't Listen and Women Can't Read Maps
Why Men Don’t Listen and Women Can’t Read Maps is a book which will have you alternately laughing, crying and nodding your head in agreement. It should be read by everyone in a relationship, or who has ever been in a relationship with a member of the opposite sex.
Allan and Barbara Pease have worked together to produce a book which explores the differences between men and women and the reasons for these differences. Their explanations are based on detailed scientific research, but are presented in an entertaining and informative way. Cartoons, diagrams and one liners punctuate the text, illustrating key points with wit and simplicity.
Because it is written by a couple the findings are balanced – there are as many jibes at men as at women. Despite the humour and simplicity, the book is amazingly accurate and informative.
The Peases explore physiological and psychological differences, illustrating with examples and case studies. Differences in sensory capability, communication, sexual drive, academic ability and more are all explored, with the intention of helping us understand why these differences occur. There are also practical suggestions how men and women can cope with these differences.
Thursday, June 3, 2010
High Five! The Magic of Working Together!
Hi All,
After coming to Hyderabad from Chennai it took some time to settle here, i mean home, job, society, friends etc. After everything that is important to settle here i started reading this book. My best friend Deepak Lanka and my source to Art Of Living gifted this book to me. It is an amazing. I love Reading it again. This is a must read for the people who work In corporates.
High Five! The Magic of Working Together lists and explains four keys to a successful team and reasons that when all four keys are properly used, the team becomes a high-five team. Blanchard and Bowles use the thrill of a high-five coming together to describe the thrill of a team working together, which is where the term high-five team comes from. Blanchard and Bowles use a recreation league hockey team, the Warriors, to illustrate the keys to becoming a high-five team and how to incorporate those keys into a team that already exists.
The four keys of a high-five team are: providing a clear purpose and shared values, developing and unleashing skills, creating team power and keeping the accent on the positive. By integrating these four keys into a team of any kind, that team is more likely to succeed.
Providing a clear purpose and shared values means giving the team a common goal. This works best if the purpose is something that excites the team. When the team collectively decides on the goal, the team is more likely to get excited about working towards that goal. As a team, the Warriors decided to win the division cup and by coming up with this goal on their own, they were more excited to work towards it than if the coaches had told them what the goal was.
Developing and unleashing skills is illustrated in the book as developing hockey skills to help win the division cup. Once the Warriors had developed their skills, they were able to use them in games to help them win. At a company, once skills are developed they can be used to improve presentations and help the team facilitate closing deals. By developing and unleashing these skills, it is becoming easier for the team to meet their goal.
Creating team power is better described in High Five! as “none of us is as smart as all of us.” Having team power means that every member of the team recognizes that the individuals work better collectively rather than individually. The level individual commitment to the team is also likely to increase when each individual recognizes the importance of the team in achieved the goal. The Warriors realized that working together as a team would get them closer to their goal than all playing for individual benefit.
Keeping the accent on the positive is also described as “repeated reward and recognition.” By constant acknowledgement of the positive things that are taking place on the team rather than negative, the team is more likely to strive to repeat positive actions. It was noted that it is easier to avoid negative actions when they are not even a consideration. If team members focus on performing positively more than not performing negatively, it is easier for that team member to perform positively because the negative thoughts do not even affect his/her actions.
A team will be more successful is all its members and leader used these four keys. The effective combination of these four elements makes for a high-five team.
I think the approach to management that Blanchard and Bowles take is a very interesting and effective one. By illustrating that the basics of a team do not change from recreation league sports to Fortune 500 companies, they are stating that anyone can successfully be a team player. By compiling four keys to a successful team that can be expanded upon and adapted easily, Blanchard and Bowles essentially wrote a book that could apply to a majority of teams. What makes High Five! an effective book is that Blanchard and Bowles illustrate the four keys to a successful team in one of the most elementary examples of a team one could think of. By applying the high-five method to a simple team but also alluding to how it can be applied to companies, Blanchard and Bowles show that their methods are very versatile and easy to apply.
I would definitely recommend this book to other public relations students. While the writing style of the authors may not radiate expertise in management because the material entertains rather than bores you to tears, the lessons taught most definitely do. Blanchard and Bowles not only outline the four points needed in teamwork, but they also illustrate how the teamwork skills can be applied. I think that presenting the material in a way that can be applied to Fortune 500 companies as well as recreational league sports teams shows that teamwork is something that never changes. Blanchard and Bowles also show that the motivation a team needs from its manager never changes either. While at first glance, it may seem that the book is mostly about teamwork, the underlying message is how managers (or coaches) should structure and motivate their team to get the best response.
I believe that High Five! would be beneficial to any public relations practitioner because of the lessons it teaches. By using the High Five! method, public relations practitioners can inspire their team members to work together to produce the best results possible. By understanding what it means to be a team player, public relations practitioners will also have an easier time adapting to new teams that he/she may join throughout his/her professional career. It stands to reason that a public relations practitioner will be a part of more than one team throughout his/her career. By understanding the four things it takes to make a team successful, it becomes easier to motivate a team whether as a team member or leader. Learning how to effectively work as a team is something that will always be an asset in the public relations field. As reviewed by Reviewed by Jenny Moss.
After coming to Hyderabad from Chennai it took some time to settle here, i mean home, job, society, friends etc. After everything that is important to settle here i started reading this book. My best friend Deepak Lanka and my source to Art Of Living gifted this book to me. It is an amazing. I love Reading it again. This is a must read for the people who work In corporates.
High Five! The Magic of Working Together lists and explains four keys to a successful team and reasons that when all four keys are properly used, the team becomes a high-five team. Blanchard and Bowles use the thrill of a high-five coming together to describe the thrill of a team working together, which is where the term high-five team comes from. Blanchard and Bowles use a recreation league hockey team, the Warriors, to illustrate the keys to becoming a high-five team and how to incorporate those keys into a team that already exists.
The four keys of a high-five team are: providing a clear purpose and shared values, developing and unleashing skills, creating team power and keeping the accent on the positive. By integrating these four keys into a team of any kind, that team is more likely to succeed.
Providing a clear purpose and shared values means giving the team a common goal. This works best if the purpose is something that excites the team. When the team collectively decides on the goal, the team is more likely to get excited about working towards that goal. As a team, the Warriors decided to win the division cup and by coming up with this goal on their own, they were more excited to work towards it than if the coaches had told them what the goal was.
Developing and unleashing skills is illustrated in the book as developing hockey skills to help win the division cup. Once the Warriors had developed their skills, they were able to use them in games to help them win. At a company, once skills are developed they can be used to improve presentations and help the team facilitate closing deals. By developing and unleashing these skills, it is becoming easier for the team to meet their goal.
Creating team power is better described in High Five! as “none of us is as smart as all of us.” Having team power means that every member of the team recognizes that the individuals work better collectively rather than individually. The level individual commitment to the team is also likely to increase when each individual recognizes the importance of the team in achieved the goal. The Warriors realized that working together as a team would get them closer to their goal than all playing for individual benefit.
Keeping the accent on the positive is also described as “repeated reward and recognition.” By constant acknowledgement of the positive things that are taking place on the team rather than negative, the team is more likely to strive to repeat positive actions. It was noted that it is easier to avoid negative actions when they are not even a consideration. If team members focus on performing positively more than not performing negatively, it is easier for that team member to perform positively because the negative thoughts do not even affect his/her actions.
A team will be more successful is all its members and leader used these four keys. The effective combination of these four elements makes for a high-five team.
I think the approach to management that Blanchard and Bowles take is a very interesting and effective one. By illustrating that the basics of a team do not change from recreation league sports to Fortune 500 companies, they are stating that anyone can successfully be a team player. By compiling four keys to a successful team that can be expanded upon and adapted easily, Blanchard and Bowles essentially wrote a book that could apply to a majority of teams. What makes High Five! an effective book is that Blanchard and Bowles illustrate the four keys to a successful team in one of the most elementary examples of a team one could think of. By applying the high-five method to a simple team but also alluding to how it can be applied to companies, Blanchard and Bowles show that their methods are very versatile and easy to apply.
I would definitely recommend this book to other public relations students. While the writing style of the authors may not radiate expertise in management because the material entertains rather than bores you to tears, the lessons taught most definitely do. Blanchard and Bowles not only outline the four points needed in teamwork, but they also illustrate how the teamwork skills can be applied. I think that presenting the material in a way that can be applied to Fortune 500 companies as well as recreational league sports teams shows that teamwork is something that never changes. Blanchard and Bowles also show that the motivation a team needs from its manager never changes either. While at first glance, it may seem that the book is mostly about teamwork, the underlying message is how managers (or coaches) should structure and motivate their team to get the best response.
I believe that High Five! would be beneficial to any public relations practitioner because of the lessons it teaches. By using the High Five! method, public relations practitioners can inspire their team members to work together to produce the best results possible. By understanding what it means to be a team player, public relations practitioners will also have an easier time adapting to new teams that he/she may join throughout his/her professional career. It stands to reason that a public relations practitioner will be a part of more than one team throughout his/her career. By understanding the four things it takes to make a team successful, it becomes easier to motivate a team whether as a team member or leader. Learning how to effectively work as a team is something that will always be an asset in the public relations field. As reviewed by Reviewed by Jenny Moss.
Friday, April 2, 2010
Why Employees Leave Organisations???
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer. He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food. Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined. Last week, less than eight months after he joined, Mark walked out of the job.Why did this talented employee leave ? Arun quit for the same reason that drives many good people away.The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:If you're losing good people, look to their manager .... the manager is the reason people stay and thrive in an organization. And he's the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition." People leave managers not companies ," write the authors Marcus Buckingham and Curt Coffman.Mostly manager drives people away? HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave, but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don't have your heart and soul in the job."Different managers can stress out employees in different ways - by being too controlling, too suspicious, too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit - often over a trivial issue.
Talented men leave. Dead wood doesn't.
- Azim Premji, CEO- Wipro
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