Posts filed under ‘Organizational Development’

The Valentine of work

Like true romance catapults your sense of being into a magical space, there is a scintillating relationship to kindle between your work and you. A relationship that is waiting to soar and scale new heights!

Stories of love, as Saint Valentine has shaped em, would probably have three wonderful phases.


On this Valentine’s – How do you draw inspiration from these aspects to wallop your professional endeavor?

Create what you love

Reveal: The first big leap is to identify with yourself the existence of that magical feeling, an effervescent sense of love.  At profession, there is a big effort in finding what you love doing. Work! That reassures of your learning, growth and ascent.

Rejoice: The domino effect of joy is at its best pace once you have expressed this love.  It opens up a bright new horizon to your life and makes way for you to live it.  If you generate that rush of feeling with the work you love doing, the ripples of joy will be no less than your best romance and success will align to your dreams

If love will have its way; you will work even as you sway – Rajneesh

Revive: The stage where you start piecing the larger picture of a life marked with togetherness and a story that should make history.  This would require summing up every strength you possess and every ounce of positive energy, to bring to life the dream you see.  The love you bring to your work will draw a distinction between an every-day ordinary effort and an astounding, best-in-class performance.

Romance of work may only ignite some; but it will need that spark for miracles to come!Rajneesh

 The work life is waiting… for you to rise in love!

Love thy work


February 14, 2012 at 12:40 PM Leave a comment

The Burning Libraries

| Taking inspiration from a chance observation: This write-up is a tribute to our previous generations |

A good friend of mine said: “These are like burning libraries“.  This was when we made quick stop at a post office, and saw a glad-looking group of old wise folks engrossed in their conversation.

Interaction > Knowledge > Wisdom | Make it count!

My friends’ expression had a profound impact and without further elaboration, the hint was obvious.  A load of life-time experience with not a place to capture it? A vast experience that will be lost because it was not assimilated.  This makes for a compelling reason to interact and borrow the lessons from their lives.

 Each life story is a potential lesson in gloryRajneesh Patil

 If untold and not shared, the story equates to a book unread, before one-day, turning to ashes.  Most of their tacit knowledge and several bits of their explicit knowledge go untapped.

This drop of wisdom draws focus to the science of knowledge management.  Translating it into business value that can fuel growth will create organizational process assets. Assets that can sustain a business and grow an organization’s culture and effectiveness.

Why are we talking about it?  Two fundamental inspirations derived:

  1. How, within our existing pattern of interaction and communication, do we tap these libraries before they burn?
    1. At a social level: Could we create an effective social platform that can tap knowledge from the rich experienced lives and stories of the geriatric populace?
    2. At an individual level: Am I interacting in ways to facilitate an enriching exchange of knowledge from my senior connects?
  2. Are we doing enough within organizations, to capture > process > apply > synthesize, the knowledge from our growing and experienced teams?
    1. How do we invest in building a magnetic catchment for both tacit and explicit knowledge?
    2. Have we done what it takes to encourage a culture of knowledge exchange and thereby shorten the learning curve significantly for generations to come?

What are some of YOUR thoughts on managing knowledge, individual and organizational? Please share your thoughts below.

Synthesize knowledge from your network


February 4, 2012 at 10:13 PM 1 comment

We call it – The Peak Performance Success System :

An action program to unlock your true potential

We have developed a 4 hour action based learning workshop with this brilliant model. Kicked about it!

Will be glad to have you visit us at: 

Attend the workshop

The The Peak Performance Success System is a step-by-step process which takes the very best mental power-building methods from fields like neuroscience, psychology, and neuro-linguistic programming and combines them with more than 20 years of practical, in-the-trenches experience to create a completely unique system that is focused on action and results.  Experiential learning at its very best!

You’ll discover how to cut through the theory and get results by following these simple 5 steps. Welcome!

Step 1: Defining objectives that invite your action. Define Exactly What You Want. How do I do this?

We shall answer the ‘How’ part in this program. Studies have found one indisputable fact: Highly successful people have a clear sense of where they are going. A vision for their future and a series of personal stretch goals to achieve.Observation: We often spend more time on defining goals than in realizing potential of action.  
Approach: In the Peak Performance – 5 Step Success System, we’ll show you why. Then, we’ll take you through a precise 9-step process to clarify your goals in a way that will virtually guarantee success.

“Nothing great was ever achieved without enthusiasm” – Ralph Emerson

Step 2: Designing plans with the ‘sense’ of implementation. Develop an Effective Step-by-Step Plan to Get What You Want.

Wherever you want to go, you need a plan or a roadmap to get you there. The problem is that most people fall into one of two categories:

  • They never make a plan and therefore do not know what to do next – or –
  • They spend so much time and effort planning that they never take effective action.

The Peak Performance – 5 Step Success System works on the concept of ‘The short life of an idea’ AND how to bring longevity to your ideas – The aspect of planning and implementation. How to make the ideas breathe and live!

“Don’t let what you cannot do interfere with what you can do.” – John Wooden

The aspect of executing for impact – The big truth about success is that everybody has the same 24 hours each day and each of us spend time in different ways. Your success depends entirely on how you use ‘time’. In the 5 Step Success System, we’ll show you how to…

Step 3: Executing the actions that define your success. Take the Action You Need.

  • Take control of your day — instead of letting situations to take over your time.
  • Wipe out procrastination that is costing you the success you deserve.
  • Stop perfectionism in its tracks — before it makes reaching the level of success you want impossible.

“Some people transform at an hint while others wait for the heat” – Caroline 

Step 4: Focus 100% On What You Want.

One of the keys to success is the ability to Follow One Course until Successful – better known as FOCUS!

When you follow the 5 Step Success System, you’ll see how to:

  • Stop wasting time on activities that don’t contribute to your objectives and make more of every minute instead.
  • Know the value of your time and make sure you earn what you are worth.

“Never mistake activity for achievement.” – John Wooden

Step 5: Believe in your ‘self’. Believe in Success.

Though ‘positive thinking’ on its own is usually a redundant activity, having the right mindset is ‘key’ to success. In the Peak Performance – 5 Step Success System, you’ll learn the seven empowering beliefs and attitudes that lead to success, including.

  • The three things that are more important than your ability in determining your success.
  • The one thing you must give up if you want to get results.
  • The one thing that most people are scared of but which would actually make them much more successful.

(Though this is Step 5, these secrets will be coming your way in the first lesson – so that you are ready to make the most of the other steps.)

“Success is as much an attribute of ‘Intuitive’ action, as is ‘plan’ rendition” – Rajneesh Patil

August 6, 2011 at 1:29 PM Leave a comment

Professional Odyssey: The 3 ‘must-haves’ on this journey

3 wheels that promise progress

“Where progress is not scalable; effort is fallible” – A Forward Lean, Rajneesh Patil

In seeking performance excellence, what should you ‘NEVER’ drop the ball on?  The following 3 aspects are ‘corner stones’ of professional progress.  They guarantee growth!

1: Progressive thinking:

The current state of world economics has compelled businesses across industries to focus on ‘less spend’ coupled with ‘innovative solutions’.  Consequently, there is an ever increasing emphasis on efficient and novel processes that can hasten project delivery in your work environs.

What could we do better? Probably the following:

To keep pace with this imposing business need, our professional efforts should be progressive in thought, swift in planning and precise in execution.

Each of ‘You’ has a unique opportunity to demonstrate progress in your area of expertise.  Ask these questions: Are all our processes the best in class? Are we rid of inefficiencies?  Have we done everything in our capacity, to create customer delight?  If ‘no’, then how could we do better?  Ideate, invoke and implement your solutions.  The time is indeed ‘Now’, Gear-up!

Can you imagine what I would do if I could do all I can? – Sun Tzu

2: Professional demeanor:

This aspect of work is indeed close to my heart and I therefore wish that each of us is investing on building this trait.

It highlights the ability to execute ‘all’ professional engagements with an unflinching sense of commitment, compassion, consistency and creativity.

These four traits will create the highest impact to your customers (both internal and external).  Though the sound is too philosophical, the real knack is in practicing and progressing on these dimensions of being a Professional.  Seek to be of great service and only then seek to be served of great rewards.  As professionals, Be brilliant!

Nothing great was ever achieved without enthusiasm – Ralph Emerson

3: Unified efforts:

Over-spoken but underdone. That is my impression of a critical to success factor called ‘team work’.  As we continue to grow as an organization, it indeed becomes challenging to remain an ‘all inclusive’ culture.  However, if we take a look at any celebrated organization, we cannot miss to notice the level of camaraderie and inclusion in their work culture.

Players win games, teams win championships – William C. Taylor

How may we contribute to this? Here’s how: Greet and meet colleagues with utmost dignity; Hand hold and assist members who are learning and doing their jobs for the first time; Cheer and celebrate other’s success and simply respect where people come from (culture, language, accent, approach). Team-up!

Add glowing colors to the flamboyant teams at your workplace.

Free e-Book: A Forward Lean, Rajneesh Patil.  

P.S: This piece of write up is also submitted to CrossRoads newsletter for my colleagues in programming.

July 11, 2011 at 6:17 PM Leave a comment

Project Management: The emotional ‘spend’ – Organizational dilemmas

Counter emotional erosion through effective strategy

The emotional ‘spend’ of your work force is neither quantified nor contracted.  Yet, it is an automatic consequence of any project and customer engagement and is becoming increasingly relevant to the ‘talent management’ paradigm.

Backdrop: The contemporary business environment is directing most industries into a ‘project centric’ set-up. Necessarily so!  What this entails is a play-field that demands incessant effort from project teams to achieve timelines, targets, quality expectations and the not-so-subtle customer requirements!

Core aspect: The uncanny ability of most projects to cause ‘Emotional Erosion‘ of teams, is an element of business that needs to be ‘realised’; ‘recognized’ and ‘addressed’.  ‘Emotional Erosion‘ – used here in connotation to ‘the state-of -mind of project teams who reel under project delivery pressure’.

Not for a moment is this suggestive of being negative, bad or avoidable.  The mere reiteration here is on an organizations’ deliberation to acknowledge and embrace these facts, just enough to result in a strategy around ’emotional erosion’ of teams.

3 top factors that contribute to ’emotional erosion’ of project work force:

  1. Incessant exposure of teams to the same project which has invariably demonstrated an intense delivery demand.
  2. Lack of visible and tangible acknowledgement of all the ‘good work’ (good=has met all expectations!).
  3. The diminishing hope that the assignment will ever change for the project team.
4 Primary things the organization could do to counter:
  1. Identify and rate the ‘intensity’ of projects and know these by-heart. Called ‘The Everests!’ for purposes of reference in this discussion.
  2. Rotate project assignments for staff scaling ‘The Everests’ to allow respite to ‘roles’ which are vulnerable to ’emotional erosion’
  3. Incentivize staff working on ‘The Everests’, distinctly, generously and visibly.
  4. Build a framework where staff see ‘winds of change’ through this policy of ‘project role rotations’, thus offering an avenue they may look up to.
P.S: Generic guidance to the above thoughts:
Period to consider before ‘project role rotations’ – 24 to 36 months  |  Not all roles require a rotation. Only roles that are closest to the ‘hearth’!  |  The notion of losing project knowledge and customer insight should best be countered by effective ‘knowledge management systems’.

June 10, 2011 at 4:31 AM 2 comments

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