Disinvestment of shareholding and privatisation of public sector undertakings in India, spanning over the last two and half decades, is a mission that did not get accomplished. It was a frontline manifestation of the paradigm shift in the planning process towards national development that the government need not be in business and need only be a facilitator, the dictum still holds true with the present union government.
A family employment policy that establishes educational prerequisites, professional development avenues, hiring policies and a measure of emotional intelligence clarifies expectations to ensure that a family member will only be appointed as CEO if they have earned the opportunity.
Busting the following myths-
MYTH 1: Innovation occurs in a dramatic thunderclap of insight.
MYTH 2: Innovation occurs organically; it does not adhere to a process that can be taught or followed.
MYTH 3: Innovation is the bastion of Silicon Valley gurus working in R&D labs.
Myth 4: Speed is of the essence! The most successful innovators create solutions and get them into the market quickly.
Myth 5: Customer research can cloud the issue: follow your dreams—go with your gut!
The realities facing today’s ‘new’ leaders are unprecedentedly novel, challenging, and anxiety-provoking. Yet much of the hardship suffered by these leaders is entirely preventable—often by recognising and addressing shortcomings of their own.
Debunking the following myths:
MYTH 1: Time is your most valuable resource.
MYTH 2: Experience is everything.
MYTH 3: What got me here, will get me there.
MYTH 4: Good managers are naturally good leaders, and good leaders are naturally good managers.
MYTH 5: I know my weaknesses.
The office, no longer the all-powerful setting for work, is now morphing into something else-it will soon become more sustainable, sentient, social, and personalised, in a magnetising response to people’s choices.
We need leaders with intellectual fire power and capable cognitive skills to solve today’s challenges. Intelligence, personality, motivation, and learning agility should be considered the secret sauce of high-potential leaders.
Security culture is not something that can be built overnight. Having said that, sustained investments in security culture will bring better security RoI in the long run and help organisations build a human defence layer that every industry today desperately needs.