Workshop on Setting KRAs

At a workshop on setting KRAs for the top management team of a large Hospitality Organization.

After sharing pointers on the features of #KRAs, they were asked to distinguish between #objectives and #outcomes of their business. Finally each department created their own KRAs as well as helped other teams build their KRAs, thereby making it a collaborative exercise.  Later that day, these KRAs were evaluated and finalized by the CEO.

A peek into a Decode Your Strengths workshop at an organization

Sharing the Strengths & Challenges of the Domains

Putting together the team's wall of Talent

Summary of Learning from Day 1 using a Thiagi Process

Highlights of both days of the workshop

Identifying your career

Help to identify your career.

Please spend time to reflect on the 3 questions given in this article. If you want to shift from your current role to a different role, this article is for you.

My book review of "The Facilitative Leader"

https://www.goodreads.com/book/show/43195437-the-facilitative-leader

Please click the link to view my review of "The Facilitative Leader" By Sanjay Dugar.

It will definitely help me in my #facilitation assignments.

Tips on Rethinking Recruitment - mindset and strategies.

A sentence that nailed my attention "knowing that working with you is adding to their marketability that encourages people to stay". 


Organizations often struggle with hiring people, and retaining them.  In the current world we live in, the old style of hiring and rewarding loyalty is not feasible anymore.  Opportunities are many for today's workforce, nor is it feasible for an employer to offer job security.  What to do then? Do read this excellent viewpoint on #recruitment and #hiringstrategy.

Rethinking Recruitment 

If you would like to have a chat about streamlining your recruitment process for your organization, please don't hesitate to connect / contact me.

Action from my recent workshop on Collaboration for High Performance

Action from my recent 2 day #workshop "#Collaboration for High #Performance" for an International Bank. This was a mix of Training on topics like knowing self through Johari Window, aids & barriers to collaboration, #personalaccountability and #Facilitation Processes like World Cafe and appreciative dialogue.

Building Trust with colleagues using Strengthsfinder

Someone once said, “Trust is like oxygen – you only notice it when it’s not there.” It’s almost like an invisible foundation, where without it, everything falls apart.

The problem with trust is it’s often hard to understand. It’s like it’s there or it’s not. But, what if it’s actually not all that ambiguous? What if there is more of a science to trust than we know to explore?
If we spend so much time learning about our Strengths and how to have Tough Conversations, where does Trust come into play if it’s so important?

Let’s start with Strengths.

At Trybal, we’re huge fans of StrengthsFinder. If you’ve worked with us, we’ve likely taken you and the folks at your organization through a StrengthsFinder workshop and some one-on-one coaching.
What tends to be pretty fun for people is when we reveal the concept of Dark Side Labels with our infamous Darth Vader slide on our PowerPoint deck. We teach people that everyone has Dark Sides and that we can talk about them with levity. Rather than attacking who someone is in their identity, we explain that the flip-side of the coin of what’s truly extraordinary about you is where you find your Dark Sides.
Now, when it comes to trust, someone’s common Dark Sides or simple lack of Strength in a certain area may negatively impact any of the four cores of trust, as defined by Stephen M. R. Covey in his best-selling book, The Speed of Trust. The four cores are:

1. Integrity
2. Intent
3. Capabilities, and
4. Results

If your Adaptability Strength has you go with the flow a little too much, and you do not always do what you say you’re going to do, your integrity might be suffering in the eyes of others.
If your Significance Strength has you show off a little more often than your peers would appreciate, they may question your intent.
If you’re expected to be capable in one of the four leadership domains that you don’t have any Strengths, you might feel like you’re incapable and perhaps others do too.
If your Responsibility Strength has had you overpromise and under-deliver one too many times, your boss may doubt your ability to get results consistently.

Read more here ....
http://www.trybalperformance.com/blog/build-trust-using-strengthsfinder/