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8 February 2017 In Change, Character, Coaching, Comfort Zone, Communication, Conflict Leadership, Customer Service and Sales, Emotions, Employee Engagement, Habits, Integrity, Lead From Within, Leadership, Life, Organizational Leadership, Personal & Professional Development, Sales Leadership, Talent Management By Lalita Raman

Build A Communication Style You Can Be Proud Of

I was coaching one of my clients the other day and when I asked how would he like to “reframe” his communication, he remarked, no use saying whatever I have to say if it is not received by my audience properly. Wow. Indeed, communication is not complete, till it is “received”. Communication, be it written or verbal, is not complete till your audience understands the message. Written communication, be it email, chats or even a resume is ignored or can be misunderstood if it is not conveyed in a manner that will be understood by the receiver. Poor communication often results in frustration, ineffective meetings, misunderstandings, complicated relationships, lost time, lost revenues and overall goals remaining unachieved. What are some of the 101s of communication? 1.Language that is easy to understand We often live in our own world, using jargon and terms which our audience may not necessarily understand. 2.Connect We are emotional beings and connection takes place at an emotional level. Conversations, where a level of rapport and trust is established is when a connection happens. Connect with the other person's personal interests and topics of interest. 3.Listen Listening does not happen just with your ears but also with your eyes, heart and soul. Listening to understand and

5 October 2016 In Change, Character, Coaching, Comfort Zone, Communication, Emotions, Habits, Lead From Within, Leadership, Life, Organizational Leadership, Personal & Professional Development, Sales Leadership, Talent Management By Lalita Raman

The One Trait Every Human Being Must Have

Recently, I delivered a workshop to 400 university students. There were two sessions and each session was attended by approximately 400 students. The duration of each session was for 2 hours. Since the number in the audience was large, this workshop would be different in that it would involve least amount of interaction or group activities. In the first session, I had planned on some interaction by way of asking questions, or having them discuss some of the questions asked or doing the activity with the person sitting next to them. I realized that even this limited interaction was not yielding the desired results. I still attempted different ways in order to get the students to interact but overall participation was at a bare minimum. In session 2, the topic was the same as session 1 and thus the content was the same. Based on what I observed in Session 1, I realized that I have to change my structure, examples and make the presentation as a lecture but in a conversational style, to achieve the desired impact. I had to adapt to the requirements on the fly, had to think on my feet, yet remain calm and impactful. [Tweet "#Adaptability is a

9 March 2016 In Character, Coaching, Comfort Zone, Communication, Customer Service and Sales, Emotions, Employee Engagement, Habits, Lead From Within, Leadership, Life, Organizational Leadership, Personal & Professional Development, Sales Leadership, Talent Management By Lalita Raman

Six Ways To Be An Impactful Communicator

Yesterday whilst in my yoga class, the instructor was giving us a specific instruction. She was very clear in her instruction and it so happened that the woman next to me had her left leg in front instead of her right leg. The instructor noticed this and kept repeating her instruction to this woman and only after a good 30-40 seconds that the woman internalized the instruction and did the right thing. I was thinking about this incident on my way back to work and realized that many times at the gym, yoga or even at trainings that I facilitate for various corporates, many participants do not do what has been instructed or requested of them. This happens not because the instructions are not clear or the language not understood but the individual/s concerned are not listening. Their focus is on something else. They are not in the moment. They hear and yet they don't listen. [Tweet "#Listening to #connect happens when you #listen to understand. #communication #EI #leadership"] What does LISTEN mean ? 1.Learn Learn to recognize your shortcomings and accept yourself. Ask yourself, what can you do to bring back focus? Have an open mind and intention to listen. [Tweet "#Listening with an open

11 January 2016 In Change, Coaching, Comfort Zone, Communication, Emotions, Habits, Lead From Within, Leadership, Life, Organizational Leadership, Personal & Professional Development, Sales Leadership, Talent Management By Lalita Raman

Four Mindful Ways To Be More Effective

One of my friends is into mindfulness and has engaged in it for past several years. In almost every conversation with him, I have observed that he gets irritated with something that has happened or something that is about to happen. Yet, he is quick to clarify that mindfulness has helped him and he swears by it. I am not sure why he offers this clarification every time. Mindfulness and courses on mindfulness has grown in geometric progression in the past two years. Anything with a mindfulness angle surely gets noticed. ⇒Are all those who talk about mindfulness and those who promote mindfulness, always mindful ? ⇒How can we be mindful in the time driven world of ours? Does it necessarily involve hours of practice, silent retreats and meditation?⇐ I read an interesting article on HBR that piqued my interest The title of that article was Mindfulness -Search Inside Yourself It talks about "just six seconds of mindfulness" can make you more effective. The crux of this article which caught my attention is that you can do away with the mental baggage, during your day, when you approach each new situation with a present, focused mind. You achieve a calm and agitation free mind by consciously taking one

26 October 2015 In Change, Coaching, Comfort Zone, Communication, Conflict Leadership, Customer Service and Sales, Employee Engagement, Integrity, Lead From Within, Leadership, Organizational Leadership, Personal & Professional Development, Talent Management By Lalita Raman

How To Avoid Wasting Money and Time on Training ?

Billions of dollars are spent annually on Training and development within organizations, without commensurate Return On Investment. (Tens of billions of dollars are spent on it annually, but companies often squander these investments because the training is not geared to drive business results, say experts at The Boston Consulting Group (BCG)). Organizations invest in soft skills training and development to manage talent, to enhance leadership, communication and other soft skills amongst their employees. Transitions occurs in taking on new roles, new challenges, managing a new team, new responsibilities, new countries or even with a different team or boss. This often results in many employees feeling challenged with their leadership, communication and influential skills. Coaching and training can help in enhancement or a shift in these soft skills. There is a clear need for training and coaching within organizations. Yet, what are some of the reasons for the gap between the need for training and development and the resultant ROI? 1.Training is often not geared to drive results, based on which those who receive training are being evaluated. 2.Training is often a “band aid” solution to fix a deeper problem or challenge that may exist within an organization. 3.Training is conducted in those areas which are not

19 November 2013 In Change, Coaching, Communication, Employee Engagement, Lead From Within, Leadership, Life, Organizational Leadership, Personal & Professional Development, Talent Management By Lalita Raman

The Strength Based Resonant Team Leader

A month back, I conducted a workshop on Tips and Tricks To Engage Employees. The focus of this workshop was employee engagement using a neuroscience perspective. While discussing the neuroscience aspects, one of the points I highlighted was the importance of leaders and managers recognizing the strengths of the people who work with them in their teams or organizations. Strength is the key binding factor in providing certainty, feeling that we have the power of choice in what we do and being recognized for our talents because we operate from our area of strength. It provides the endorphin to help our brain move towards an engaged and reward state. One of the participants had a view that in some industries only command and control works and there is no time, especially given the deadlines, for recognizing strengths or working on creating an environment of Certainty, Recognition, Choices or Connection. An interesting discussion ensued in the workshop once this comment was made. One of my coaching clients during one of her earlier sessions was sharing her challenges at her work place. She has been with her organization for eight years and she was describing how the head of the business was a very tough

2 May 2013 In Coaching, Employee Engagement, Organizational Leadership, Personal & Professional Development, Talent Management By Lalita Raman

Does â€œEmployee Engagementâ€ Matter?

John was with his company for a little over two years. He was one of the senior management reporting directly to the CEO and Chairman. He was very soon expected to take over as CEO and Chairman. However, John was frustrated and has been mulling over leaving the firm to pursue other opportunities.Â John had joined this firm with a lot of expectations in terms of the vision he saw for this company. This was the second firm in his 15 year career so far. Employee engagement has become a key word and an area of focus within organizations more so from the point view of retention. What isÂ employee engagement? Employee engagement is the emotional commitment that a person has to their organization. What is the Key to Employee Engagement FromÂ Gallup 12 questions for Employee Engagement 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do your work right? 3) At work, do you have the opportunity to do what you do best every day? 4) In the last seven days, have you received recognition or praise for doing good work? 5) Does your supervisor, or someone at work, seem to care about you as a person? 6) Is

18 October 2012 In Coaching, Personal & Professional Development, Talent Management By Lalita Raman