HR Lessons

Appointment of Urjit Patel has 3 key HR lessons:

A good succession policy

Many organizations do go into frenzy when their top talent leaves. And HR should be able to develop a succession policy or the second rung leaders in order to maintain the superior deliverables. The company should invest in developing employee knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles. This ensures that employees are constantly developed to fill each needed role. 

Employee Engagement/relations with continuity

Leadership continuity is the key to a successful organization. When you have the successor following the similar methodologies take the position, it also boosts engagement. Since time is of crucial to any kind of important recruitment like this, a new joinee will take a few breaths before he creates a culture. But since continuity is the key here, employee engagement and relations remain like it were. 

Diverse & Inclusiveness

An inclusive workplace helps us to get newer perspectives of our people, and to leverage their diverse talents to arrive at winning business solutions. All new appointments bring with it new perspectives and newer challenges. 

Sources: https://www.peoplematters.in/blog/leadership/3-key-hr-lessons-from-urjit-patels-appointment-as-rbi-chief

The Chorus

Recently I watched this movie.
I was touched by the characters. The leadership skill demonstrated by the "supervisor' Clément Mathieu, is excemplary.
He does not have a big title, just a supervisor, but transforms a class of 60 difficult boys. Their potentials are channelized for creative pursuit.
He remains a simple teacher but a true leader. A must watch for all leaders to take their team towards success. 

For the Chorus Summary of the story go to:
 
https://en.wikipedia.org/wiki/The_Chorus_(2004_film)


Watch the Movie here:

To be respected as a boss, inculcate these traits

Positivity: Happy people make effective leaders. They display transformational leadership, which means they're good at inspiring and motivating their team and stimulating them intellectually. Positivity was a better predictor of leadership effectiveness compared to being an extrovert. 

Acceptance of change: Zenger Folkman, a leadership development consultancy, in a study found that young managers are perceived as more effective because they welcome novelty; the reason, is that younger managers' relative lack of experience means they're more optimistic about the changes they propose.

Maturity and stability: The technical term is “emotional maturity“. Tom as Chamorro-Premuzic, a business psychologist, wrote in The Harvard Business Review, “The best managers in the world tend to be stable rather than excitable, consistent rather than erratic, as well as polite and considerate.“ 

Integrity: Chamorro-Premuzic also suggested that integrity is a key component of leadership effectiveness; unethical or counterproductive ways undermines you and your organisation. According to one of the psychologist Travi S Bradberry, the traps that leaders fall into that undermines their integrity is making everything about them and micromanagement. 

Hard work: Research suggests that conscientiousness-your tendency to be organised and hardworking -is the only trait that predicts success.

Vision: Zenger Folkman study found that the most important quality of innovative leaders was that they could vividly describe their vision of the future. 

Respect for co-workers: The most important leadership behaviour for employee engagement is respect.

Source: How to be the leader of the pack, August 28 2016 : The Times of India