To reach somewhere….

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To reach somewhere you have to leave somethings behind.1

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Governance Operating Model: A Key Enabler for Business Transformation.

Here is my overview of governance operating model designed to assist business transformation efforts.

http://eapj.org/governance-operating-model-a-key-enabler-for-business-transformation/

 

Image Courtesy: Freepik

Content Management: A Critical Enabler for Your Digital Business Strategy

A massive wave of digital transformation is emerging, and those organizations that can skillfully ride the wave will survive the game. To traverse these rather uncharted waters, it is imperative that organizations build up sufficient digital expertise.

Content management is one such enabler that empowers enterprises to maneuver through the digital transformation wave. Large organizations often spend millions of dollars and a lot of effort on managing content – both internal (such as policy documents) and external (such as marketing content). Maintaining, updating, and ensuring access to such content is both time-consuming and expensive.

This Executive Update, a publication of Cutter’s Data Analytics and Digital Technologies practice, presents a roadmap for content management.

This article is a Cutter Consortium paper authored by Amit Temurnikar. Cutter Consortium is a global business and technology advisory firm.

Click here to read the complete article.*

*The article can be downloaded after filling up a short registration form.

Writing.

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writing

In Charge.

Managing your career – Be in charge!

 

1. Introduction

1.1 Purpose of this article
This post will act as a guideline to prepare a Career Development Plan (CDP) and is part of personal career management and planning.

2. What is CDP? 

2.1 Brief Outline 

The CDP helps to develop an individual map for career progression. The idea is to have more controlled and measured approach towards one’s learning and career development. The organisation may follow it’s own appraisal process. But, you are the owner of your career. The CDP can be a simple word document prepared by you with the mentorship of his or her manager.

2.1 Stakeholders
The CDP is developed at the beginning of the year and is reviewed by his/her manager. It is your responsibility, and your manager can act as a facilitator. You and your manager can meet up at regular intervals during the year to take a checkpoint on the development and take corrective/progressive measures appropriately.

3. Before you start 

3.1 Self-Assessment
Assess your needs. Identify your current skills, knowledge level, technical or managerial abilities, and interests.

3.2 Overall Goals
Perform a goal setting exercise to determine the new skills, the technical or managerial experience you would like to acquire in the current year.

3.3 Purpose and Objectives
It would be fruitful to do a gap analysis as a first step to bridging the gap between the current situation and desired outcome. This would generate more insight into the purpose and objectives of this exercise.

4. What should one include in the plan?

4.1 Long Range Goals
This section can contain goals that you would like to achieve in the next 4 to 5 years timeline.

4.2 Intermediate Career Goals
This section can include goals that you would like to accomplish in the next 1 to 2 years schedule.

4.3 Annual Goals to Leverage Strengths
How can you apply your strengths to enhance your career? E.g. conduct training, publish articles.

4.4 Annual Goals for Learning and Knowledge development
Training courses and workshops that you plan to take up to address the development needs

4.5 Annual Goals for Organizational Activities
Plan for involvement in activities like recruitment, mentoring, etc

5. Review & Validate 

5.1 Initial Feedback & Revision
Once the CDP has been prepared, you can get it reviewed by your manager to validate it in accordance with your current career level and to align with the organizational goals. The goals that you set for yourself need to be SMART – Smart, Measurable, Attainable, Relevant, and Time-bound.

6. Measure and Track 

6.1 Evaluation
Progress is monitored against expectations on a quarterly basis. Techniques to measure different goals can be a part of the CDP.

6.2 Results
Based on the discussion with the employee, the manager can prepare a report of:
• Performance against goals
• Skills developed
• Knowledge gained

• Technical or Managerial abilities acquired

6.3 Feedback and Revision
Based on the feedback and results in steps above the manager can give appropriate feedback to the employee with some insightful recommendations.

6.4 Next Steps 

Once the employee has agreed upon the feedback, he/she can update the CDP for the next cycle.

Trouble Free.

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trouble

Portrait Perfect.

Her mystical face embodied joie de vivre.  Her silken hair slumped over the swan-like mane and venus red lips resembled folded rose petals. Draped in white, she was nothing short of a celestial beauty. The jewel-like eyes, megawatt smile and pearly white teeth, this mesmerising beauty made her second to only one – the one whose portrait she was.

Her beauty dazzled as the fading evening rays shone on her.  He bent side ways and looked at portrait at an angle. He picked up his palette and brush to give her a few finishing touches along her light brown hair.

The wind gushed in, blowing the curtains, as if to sing her arrival. The aroma of her scent mixed with the petrichor created by the drizzle.  The fading light was subdued by the brilliance of her presence. Fiction had met reality.

“I knew what to expect when you called me to your studio.”

“Isn’t she better than the ones I have carved out before.” His eyebrows jumped in anticipation.

“Mm..Hmm.”, she frowned to give an incomplete confirmation.

“You know me very well, but you still don’t understand me.”

“Well, you are the first woman I ever knew after my mother.  We’ve been best of buddies through school, college and graduation. We pursued the same hobbies, played the same games, watched the same movies.”

“Yes. We are the best of buddies. So?”, she grinned and gazed inquisitively in his eyes.

“I can capture your spirit on the canvas even in your absence. Howz that for the understanding bit?”

A pause followed. The rain became incessant, splashing in from the windows.

She moved closer to scrutinise the portrait. The depiction so perfect, it had mirror-like precision.

“The hair are a bit too long. eyes too brown. The skin tone is a bit lighter.”, she smiled. Her comment echoed a critical judge in a reality show, who couldn’t find another reason to evict a contestant.

He turned the canvas, took a few steps back,  allowing the raindrops to dash on the portrait and dissolve the masterpiece into mush.

A long silence ensued.

He began thinking pensively of his next attempt.

“Ouch.”, she thought, “The portrait was perfect, my friend, but I want our relationship to stay in the realm of friendship. I don’t want the complexity of a marriage ruin everything. Things are rosy to start with. Lovers soon become strangers. Pain and agony follows. I would never risk our beautiful relationship to dissolve into nothingness like this portrait has.What if my beauty fades away and you stop loving me? Stay my friend, my friend.”

“Forget about it. We are late for the movie.”, she announced before tears could flow and dragged him towards her car.

Regard.

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regard

Promise.

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promise1

Irony.

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