I am posting this article here for all the readers.
Hope you'll like this post.
-------
Catch you next time,
Mahesh Masurkar, PMP
Thursday, July 1, 2010
Key to Success
I recently read one article and I liked it very much.
I am posting this article here for all the readers.
Hope you'll like this post.
I am posting this article here for all the readers.
Hope you'll like this post.
Wednesday, June 16, 2010
$10 Discount from 06/15 - 06/25
Yesterday we drew the last of the 10 winners who received a free copy of The PM PrepCast during our 10,000 students celebration. Today, as promised, we are sending you a $10 Gift Certificate, so that you can buy your own PM PrepCast for just $89.97.
Here is how:
On the checkout page put the code 10000 into the Gift Certificate box, click "validate" and then you'll see the discounted price.
Here is how: Watch this video to see how to get the discount...
And now click here to buy The PM PrepCast now for $89.97...
Hurry up.. The discount expires on June 25th, 2010.
=================
Thanks,
Mahesh Masurkar
Saturday, May 15, 2010
Delegation
Delegation.. is it difficult? No.. is it something different? No.. Then what is it?
Here are couple of things which will explain 'Delegation' in short.
A) Identifying delegation tasks:
It's very easy to identify tasks for delegation, like..
- Routine tasks
- Easy tasks
- Time-consuming tasks
- Non-urgent tasks
- Parts of more complex tasks
Then you'll remain with the tasks you cacn't delegate.
These are: Tough tasks, critical tasks and tasks delegated to you.
B) Who to delegate to:
- People with spare time
- Juniors (so they'll feel they are progressing)
- Senior staff
- People with necessary skills
- People who want to learn new skills
C) Advantages:
I) For you: More time, freedom to concentrate on other important things, security if you are way from work - people being able to carry on with parts of your work.
II) For others: Skills development, ability to use existing skills, involvement, less delays.
D) If this is what delegation meant for you, then what you cacn do to have it successul?
What is the single most important thing required?
Yes... Communication, of course.
Communicate -
- the task (explain why you are delegating)
- the limits (time frame)
- to others (to keep everybody on same page)
E) What you can do:
- Give support (without enchroaching in their work)
- Monitor progress at regular intervals (no micro management)
- Check for any need of training
- Never ever take back a task (if possible), better help to complete it.
- (IMPO) Never ever take back a task and give it to some body, it's humiliating.
Finally, delegation is not to be taken lightly. Invest time in delegating properly, to avoid wasting time solving problems later. After all, delegation is a nice balance between keeping control and responsibility, and giving away freedom and accountability.
-------
Catch you next time,
Mahesh Masurkar, PMP
-
Here are couple of things which will explain 'Delegation' in short.
A) Identifying delegation tasks:
It's very easy to identify tasks for delegation, like..
- Routine tasks
- Easy tasks
- Time-consuming tasks
- Non-urgent tasks
- Parts of more complex tasks
Then you'll remain with the tasks you cacn't delegate.
These are: Tough tasks, critical tasks and tasks delegated to you.
B) Who to delegate to:
- People with spare time
- Juniors (so they'll feel they are progressing)
- Senior staff
- People with necessary skills
- People who want to learn new skills
C) Advantages:
I) For you: More time, freedom to concentrate on other important things, security if you are way from work - people being able to carry on with parts of your work.
II) For others: Skills development, ability to use existing skills, involvement, less delays.
D) If this is what delegation meant for you, then what you cacn do to have it successul?
What is the single most important thing required?
Yes... Communication, of course.
Communicate -
- the task (explain why you are delegating)
- the limits (time frame)
- to others (to keep everybody on same page)
E) What you can do:
- Give support (without enchroaching in their work)
- Monitor progress at regular intervals (no micro management)
- Check for any need of training
- Never ever take back a task (if possible), better help to complete it.
- (IMPO) Never ever take back a task and give it to some body, it's humiliating.
Finally, delegation is not to be taken lightly. Invest time in delegating properly, to avoid wasting time solving problems later. After all, delegation is a nice balance between keeping control and responsibility, and giving away freedom and accountability.
-------
Catch you next time,
Mahesh Masurkar, PMP
-
Friday, April 16, 2010
Free PDU Webinar from ITMPI - 2
IT Productivity & Mterics Institute Presents
Live from the Trenton Marriott
Your Journey to World Class IT
BROADCAST VIA ONLINE WEBINAR AT NO COST
May 4, 2010 9:00am-12:00am, Eastern Time
(6:30 PM - 8:30 PM, India time)
Click here to register for this half day webinar
Catch you next time,
Mahesh MAsurkar, PMP
Wednesday, April 14, 2010
Free PDU Webinar from ITMPI - 1
IT Productivity & Mterics Institute Presents
Live from the New York Marriott East Side
Proactive Application Support
Boost Your Bottom Line
BROADCAST VIA ONLINE WEBINAR AT NO COST
May 18, 2010 9:00am-11:00am, Eastern Time
(6:30 PM - 8:30 PM, India time)
Click here to register for this half day webinar
Catch you next time,
Mahesh MAsurkar, PMP
Monday, April 12, 2010
One Minute Manager
Recently I read the book, “The One Minute Manager” from Blanchard Kenneth. Here is the short excerpt of the same. I wondered whether it is really possible to be a 1 minute manager, do you? If yes, then I’ll suggest you to read this book.
There are two types of manager, autocratic manager, who cares only about the results, and a democratic manager, who cares only about the people. This is a book for finding a balance between them. This knowledge was shared by a young man who has set out looking for world-class management skills. In his search, he meets the One Minute Manager, a willing mentor who seems to have things well in control and plenty of time on his hands.
A good manager is the won who leads by example and who genuinely cares for his people. In this story, this One-Minute Manager has established certain rules or concepts to ensure that a work group is individually more responsible. These are:
1. Set One-Minute Goals: To ensure that your people understand perfectly what their duties are, what is expected of them and that there are no surprises.
2. Give One-Minute Praise: Let the people know when they are doing the right thing or when they are doing something right.
3. Give One-Minute Reprimands: Do it immediately and talk only about the incorrect behavior only, not the people personally.
The book is deceptively simple. The secrets of one-minute management will help a manager boost profits and productivity immediately through increases employee morale and job satisfaction.
For any person who is currently manager striving to get the most from people, or who is planning to become one in the near future, "The One Minute Manager" is an indispensable success tool.
=========================
Catch you next time,
Mahesh Masurkar, PMP
There are two types of manager, autocratic manager, who cares only about the results, and a democratic manager, who cares only about the people. This is a book for finding a balance between them. This knowledge was shared by a young man who has set out looking for world-class management skills. In his search, he meets the One Minute Manager, a willing mentor who seems to have things well in control and plenty of time on his hands.
A good manager is the won who leads by example and who genuinely cares for his people. In this story, this One-Minute Manager has established certain rules or concepts to ensure that a work group is individually more responsible. These are:
1. Set One-Minute Goals: To ensure that your people understand perfectly what their duties are, what is expected of them and that there are no surprises.
2. Give One-Minute Praise: Let the people know when they are doing the right thing or when they are doing something right.
3. Give One-Minute Reprimands: Do it immediately and talk only about the incorrect behavior only, not the people personally.
The book is deceptively simple. The secrets of one-minute management will help a manager boost profits and productivity immediately through increases employee morale and job satisfaction.
For any person who is currently manager striving to get the most from people, or who is planning to become one in the near future, "The One Minute Manager" is an indispensable success tool.
=========================
Catch you next time,
Mahesh Masurkar, PMP
Friday, March 5, 2010
GUNG HO!
Gung Ho ! – Turn On The People In Any Organization
By Ken Blanchard and Sheldon Bowles
-------------------------------------------------------
Gung Ho! is a story happened at an Iron plant in United States, which was in deep trouble and about to be closed. It is also a story of how Andy Longclaw helped his new boss Peggy Sinclair to come out of this crisis using the three principles taught by his grand father.
The three principles of Gung Ho are – The spirit of the Squirrel, The Way of the Beaver and The Gift of the Goose. Instead of the whole story, I’ll just describe these principles in brief.
1) The Spirit of the Squirrel : Worthwhile Work
If squirrels don’t do their part to collect nuts, they will die. They have purposeful work with shared goals and values.
Worthwhile means more than important. Every employee should know why there work is important and to do so, Goal setting is must. There should be two types of goals –
a) Result goals – which is measurable and accountable.
b) Value goals – Impact on the lives of the stakeholders
Values are more management’s unique responsibility than goal setting. And hence Worthwhile Work means three things:
Important, Leading to Shared Goals and Value-Driven.
2) The Way of the Beaver: In Control of Achieving the Goal
Beavers don’t have bosses. They are in control of achieving their goals. It means everyone should plan their work and should respect each other.
Remember: People who are truly in control work for organizations that value them as persons.
Management should respect, listen and act upon their thoughts, feelings, needs and dreams.
3) The Gift of the Goose: Cheering Others ON
Lastly, the gift of the goose, is about cheering each other on. When geese fly in formation, they are constantly honking, cheering each other on. Receiving feedback is vital for people – especially praise. Employees need to be rewarded and congratulated for their efforts. Enthusiasm can be built in the employee when you have a mission accompanied with cash and congratulations. ( E = m*C 2 )
Congratulations should be true, genuine (TRUE = Timely Responsive Unconditional Enthisiastic)
Spontaneous, individual, specific and unique congratulations were always better than programmed, blanket, general and traditional ones.
Gung Ho!
Mahesh Masurkar, PMP
By Ken Blanchard and Sheldon Bowles
-------------------------------------------------------
Gung Ho! is a story happened at an Iron plant in United States, which was in deep trouble and about to be closed. It is also a story of how Andy Longclaw helped his new boss Peggy Sinclair to come out of this crisis using the three principles taught by his grand father.
The three principles of Gung Ho are – The spirit of the Squirrel, The Way of the Beaver and The Gift of the Goose. Instead of the whole story, I’ll just describe these principles in brief.
1) The Spirit of the Squirrel : Worthwhile Work
If squirrels don’t do their part to collect nuts, they will die. They have purposeful work with shared goals and values.
Worthwhile means more than important. Every employee should know why there work is important and to do so, Goal setting is must. There should be two types of goals –
a) Result goals – which is measurable and accountable.
b) Value goals – Impact on the lives of the stakeholders
Values are more management’s unique responsibility than goal setting. And hence Worthwhile Work means three things:
Important, Leading to Shared Goals and Value-Driven.
2) The Way of the Beaver: In Control of Achieving the Goal
Beavers don’t have bosses. They are in control of achieving their goals. It means everyone should plan their work and should respect each other.
Remember: People who are truly in control work for organizations that value them as persons.
Management should respect, listen and act upon their thoughts, feelings, needs and dreams.
3) The Gift of the Goose: Cheering Others ON
Lastly, the gift of the goose, is about cheering each other on. When geese fly in formation, they are constantly honking, cheering each other on. Receiving feedback is vital for people – especially praise. Employees need to be rewarded and congratulated for their efforts. Enthusiasm can be built in the employee when you have a mission accompanied with cash and congratulations. ( E = m*C 2 )
Congratulations should be true, genuine (TRUE = Timely Responsive Unconditional Enthisiastic)
Spontaneous, individual, specific and unique congratulations were always better than programmed, blanket, general and traditional ones.
Gung Ho!
Mahesh Masurkar, PMP
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