Salary Negotations Techniques?

As we move ahead in our career, it becomes important that our compensation is aligned with our professional growth. However, often we come across people who get paid less than what they deserve, mostly because they are afraid to negotiate their salary.

In the current dynamic and competitive professional environment, salary negotiation is an essential skill to have.

In this blog, we will share tips on how to effectively negotiate a salary.


1. Evaluate other components

Apart from the basic salary being offered, the other components like allowances, HRA, insurance, bonuses, incentives, etc. also form a major part of the salary package.

If the recruiter seems rigid during the salary negotiations, you can always ask for a raise in the other components of the salary apart from the basic.

For example, you can negotiate performance-based incentives or request the employer to raise non-cash perks and benefits.

Related: Understand salary breakup

If the difference in the range being offered to you is noticeable, you can use this as one of the points, while you negotiate your salary. Also, once you have a fair idea about the salary range, you’ll know how much you can stretch the salary negotiation.

2. Assess your market value

Now based on the above research and your qualification and experience, assess your market value. Recruiters generally negotiate the CTC package, so decide a figure beforehand that you consider you are worthy to draw.

3. Review industry standards

Research salary range of different companies for the position that you have applied for. Consider factors such as:

• Level of work experience
• Education and certifications
• Location, etc.

4. Rehearse, rehearse, and rehearse

Make sure to practice your pitch as many times as possible, it will ensure that you deliver it smoothly and don’t miss out on anything important.

Get hold of your friends, parents or roommates and narrate your pitch to them. You must also practice answers for the arguments that are most likely to arise during the negotiation process.

Related: How to answer "What are your salary expectations?"

5. Be prepared to tackle arguments

Arguments and counter-arguments are a positive sign as they show that the employer is taking a keen interest in you. However, a good impression can only be created if you remain poised and composed during the negotiation process.

Make sure to speak with confidence and handle the arguments tactfully. Being firm yet gracious is the best way to take it forward.

6. Prepare a pitch

Accumulate your past achievements and prepare a pitch on how these achievements will help you contribute to the company. If you have any experience, make sure to smartly mention that in your pitch.

Here are a couple of tips to help you prepare your pitch: a. Show excitement - Early in the negotiation, you can use a phrase like “Working with (company name) was my professional goal”, this will convey your seriousness for the job.

b. Convey expectations – During the negotiations, you must let the employer know that you are expecting a generous raise from them. To convey this you can say, “At this stage of my career, I wish to take a leap both in terms of my professional responsibilities as well as my compensation.”

7.Timing

Although it is a good idea to initiate the salary negotiation talk, do take care of the timing. Salary negotiation is best left to be discussed towards the final round of interview.

8. Initiate conversation

Do not hesitate to take the lead and start the conversation about salary negotiation yourself. All you need to do is be gracious and ask the question “Is the salary negotiable?”. This will help you start a conversation with the opposite side and depending on their response you can then negotiate your salary package.

9. Have conviction in your strengths

When you are in the middle of a grueling negotiation process, there are chances that you may short-sell yourself. To avoid that, it is important to make a realistic self-assessment of your educational qualifications, social competence, attitude, and other strengths, and that you have belief in your competence.
This self-awareness exercise will give you a rooted & strong sense of confidence, and you will remain steadfast even during difficult arguments.

10. Avoid intimidation

Very often people lose focus and resort to threats and intimidation for the sake of winning an argument. But this approach could bring an abrupt end to the negotiations.

Remember, both you and the employer are just trying to work things out. A show of strength can create a negative perception and may affect your long-term relationship with your employer.

11. Don’t accept the initial offer

Make this a thumb rule. This is because employers generally leave room for negotiations when they give their first offer. Accepting the first offer can trim down your base pay and can also prove detrimental in the long run as it will affect your future increments and bonuses.

 12. Promise what you can deliver

It is important to not get carried away in the negotiation process and promise more than you can deliver. If you have quoted a figure to your employer, make sure that you have the competence and knowledge to live up to it.

 13. Prove your worth with evidence

It is best to come up with hard evidence to prove your competence. If during the salary negotiations you are able to provide some real data about

your achievements, your chances of getting a higher salary will rise exponentially. Employers are more likely to accept a story which is backed up with good numbers.

14. Quote a higher number

Always ask for a little more than what you decided for. This is because the recruiter may also try to negotiate on your quoted number.

Every time you talk to an employer, you must be prepared with a well thought out and realistic figure that will keep you on the negotiating table.

15. Walk away

If you quoted a reasonable figure for your salary and know that you have the competence to fulfill your professional obligations, then there is no reason to accept a compromised offer.

If you don’t get what you want, you must gently express that you are willing to walk away. During the negotiation, you must come out as a person who is asking for something that he/she deserves, rather than someone who is desperate for a job or money.

Once you have acquired salary negotiations skills, it will come in handy throughout your professional life. There will be times when you’ll feel that your compensation is not at par with your performance, or that your annual increment is less than what you had expected. In such situations, knowing the art of salary negotiations will be of great help.

 16. Take your time

You don’t have to accept or reject the offer immediately. If you are not sure about the offer, you should ask for a couple of days to think about it.
During this time, you can assess the offer properly and also weigh other promising opportunities.
In case you choose to reject the offer, it is important that you do that graciously so that you continue to communicate for opportunities in the future.

Related: Calculate in-hand salary with online tools like Salary Calculator.



17. Have a foresight

Even if the monetary benefits are not at par with your expectations, discuss your career growth with your employer and see if they can chalk out a good career path for you. Sometimes having a long-term perspective can be more beneficial than short-term gains.



18. Stand your ground

If you have proved your worth in the negotiations and have confidence in your ability to perform, there is no reason for you to accept an offer that is less than your expectations.
Make it a point to insist on a figure that you think is in line with your job objectives and industry standards. However, take care to not come across as stubborn.

Tears And Fears: Dealing With A Crying Colleague

Unless you're on the set of Days of Our Lives, crying is generally something we all try to avoid at work. But, try as we might, it happens, and when it does, it's pretty awkward—not only for the crier, but for everyone nearby.

As a manager, I was faced with the uncomfortable responsibility of calming a crying employee on several occasions, and while never would be too soon for me to want to do it again, I did pick up some valuable insight on handling an upset employee or colleague.

The Golden Rule

Now, as uncomfortable as you might be, the first and most important consideration when you're staring into the welling eyes of a colleague is empathy. I know, sounds obvious. But the first time one of my employees started to cry in front of me—and the entire team—my first reaction was nearly laughter. I was so surprised, not to mention completely unprepared to handle the situation, that all I could think to do was burst out laughing.

Of course, this would've been the absolute worst thing to do, and thankfully, I was able to compose myself by remembering what it felt like the last time I was caught crying. It's hard to know how any one of us will react when put in this awkward position, but remember the golden rule, and start thinking about how you'd want to be treated if the tables were turned. I guarantee being laughed at won't be involved.

Change the Scenery

Having an employee cry in front of the whole team isn't good for the group, and obviously, isn't good for the employee. So, at the first sign of trouble, it's a great idea to guide that person to a more private area. A spare office or conference room works great, but avoid the bathroom at all costs if you plan on having any sort of discussion with your employee. It's fine if she needs to compose herself, but save the talking for a more professional atmosphere that doesn't involve an echo and running water.

The change of scenery approach works even if you're already in a secluded place. I had the unfortunate duty of firing one of my employees several years ago, and when I gave him the bad news, he burst into tears. We were already about as far away from the rest of the team as we could get, so moving to a new room wasn't an option. So, instead, I grabbed some tissue, and asked him to stand up and walk over to the window with me so we could decompress a bit, hoping the movement would help calm his nerves. It worked, and I've used it every time I've encountered this since. Even if it means just turning your chairs around, the change in scenery can help change the emotional context just long enough for your employee to catch his or her breath, and hopefully, will keep the waterworks to a minimum.

Talk Through the Tears

As awkward as it may be—and trust me, it will be—sometimes the best thing to do for a crying colleague is just let her get it out of her system. Turns out, trying to put a lid on whatever emotions triggered the crying in the first place might just make it worse.

My first solo experience with a crying employee came not long after I started as her manager, and I was pretty focused on establishing myself as an authoritative figure. While I certainly wanted to make her feel better, professionally, it felt awkward to have a good old-fashioned chat to find out what was wrong. So, I pulled her into the hallway and gently asked her to take a few minutes to compose herself in a nearby conference room.

Turns out, that was the exact wrong thing to do. She completely fell apart right there in the hallway, and started crying uncontrollably. Horrified (for both of us), I took her to the conference room myself, and sat down with her and let my instincts take over. I asked her what was wrong, and amazingly, that's all it took for her to collect herself.

While the simple act of talking can help calm emotions, it also helps create a bond with your colleague. Although I never did get used to someone crying in the office, this particular employee felt comfortable enough to pull me aside in the future, to chat (and cry) things out away from the group, which made life a lot easier for both of us.

Business As Usual

Last but not least, there's the business of how to react once the tears have dried. Depending on the situation, your employee may be ready to return to his or her desk after regaining composure, and the rest of your team may be a little unsure of how to proceed. After all, while you and your colleague were away, your team was likely coming up with all sorts of conclusions as to what prompted the crying in the first place. Was someone fired? Did someone die? No doubt, inquiring minds will want to know.

Unfortunately for the curious ones, it's none of their business, and unless your employee specifically gives you permission to discuss something with the group, he or she needs to know what was shared with you stays that way. Which means, you need to get the team back to business.

In my experience, doing a quick walk-through, asking for status updates on everyone's projects, and reminding them of upcoming deadlines is a surefire way to get the team back on track. If necessary, find a way to hang around close by all day—nothing fizzles gossip like a manager on the floor.

We all cry for different reasons, so it makes sense that, regrettable as it may be, eventually it's going to happen in the office. So, if it happens to someone on your team, remember we're all human, and do your best to help both of you save a little face (and a few tears in the process).

How to be a Damn Good Developmental Manager

Have you ever worked for a manager that consistently helped you learn new skills and develop? A manager that took an interest in your career, challenged you to be your best, and believed in your potential to grow?

That’s the kind of manager that most employees want to work for. And if you’re manager, that’s the kind of reputation you should aspire to have.

Why? From a purely selfish perspective, when you develop your employees, they get smarter, more productive, improve their performance, and ultimately, make you look like a genius. It helps with recruiting and retaining the best employees, allows you to delegate so you can focus on what you’re being paid to do, or even take a vacation now and then. 

Most importantly, it’s rewarding. It’s what leadership is all about – making a difference in the lives of others. 

Most managers have good intentions – they want to be known as a developmental manager – but there’s often a huge gap between the “should do” and the “do”. In many cases, managers just don’t know how. 

Here’s how:

1. Start with yourself.

Before you can credibly and effectively development others, you should develop yourself first. Otherwise, you’ll come across as an arrogant hypocrite who looks at development as being needed for everyone else, but not yourself. Shaping behavior starts with role modeling – and it also helps you learn how to get damn good at development. 

2. Establish a foundation of trust and mutual respect.

OK, so when are we going to get to the pragmatic “hows”? We will, but the rest of the tips won’t work as well if your employees don’t trust that you have their backs or you’re not using development as a hammer. See how to inspire trust and 20 signs you can't be trusted as a leader.

3. Treat every day as a development day.

Development isn’t a once or twice a year event, or something you send your employees to HR or a training class for. Every time an employee comes to you with a problem, decision, or question, it’s an opportunity to develop. How do you do that? You …..

4. Ask questions.

Lots and lots of really good questions. Open-ended questions that force the employee to think and figure it out for themselves. Questions can also be used after an assignment or event, as a way to reflect back on lessons learned and cement the new knowledge or skills. 

5. Let go.

I was reminded of this recently by Scott Eblin, executive coach and author of the bestseller "The Next Level". Most managers are doing stuff that they are good at and/or like to do, but really shouldn’t be doing. When told they should delegate, they’re willing to dump the mundane stuff they don’t like doing, but unwilling to let go of the good stuff. Letting go of these responsibilities and using them as a way to develop your employees is a win-win. 

Just don’t expect your employee to do things the same way you did them. Remember, chances are, when you learned to do it, no one was holding your hand every step of the way with detailed instructions. Sure, they may fall and skin their knees know and then, but that’s how we learn.

6. Strrrrretch assignments.

Other than a job change, stretch assignments are hands down the best way to learn and development. As a manager, you’re in a position to look for opportunities to offer to your employees that are aligned with their development needs and career aspirations. It’s not about picking the most qualified person for the assignment – it’s about picking the right developmental assignment for the person. 

7. Make connections.

Wow, it’s all about networking these days, isn't it? Managers are often in a position to make introductions, open doors, and connect employees to role models, subject matter experts, and mentors. What if you’re not already well connected? Then see #1, start with yourself.

8. Feedback.

We all have behavioral blind spots. If you don’t think you do, then you've got a big self-awareness blind spot. 

 

 A manager is often the person who can tactfully help an employee see a weakness that’s getting in the way of their effectiveness or advancement. 

9. Help navigate organizational politics and culture.

Help your employees learn that “politics” isn’t a dirty word; it’s the way things get done in organizations. Shadowing and role playing are two ways to teach the ins and outs of being political savvy.

10. Show me the money, Jerry!

Last, but not least, support your employee’s developmental goals with training, conferences, coaches, and other tangible resources. A good training program, while not a substitute for all of the above, can include many of the items above and turbocharge your efforts.

How about you? What do you think of when you think of a damn good development manager? Please leave a comment starting with “Someone who…….”.

How To Encourage People To Change Their Own Minds

 

Self-persuasion: let people talk themselves around to your point of view.

Changing people's minds is hard. We resist having our attitudes adjusted by others, especially when the message isn't directly relevant to us and we aren't paying that much attention.

But what if you could get people to change their own minds? People will listen to themselves and will automatically generate arguments that have personal relevance for them.

It's not as crazy as it sounds. Actually people are being encouraged to persuade themselves all the time. Here are a few examples:

1. When a parent wants to change a child's behaviour they might ask them why it is wrong, rather than just telling them it is wrong. 
2. When we're encouraged to take part in role-playing exercises, we might espouse attitudes and values we don't believe in.
3. When we want to change our behaviour, say, to healthier eating, we might try to convince ourselves we don't like the forbidden foods as much as we do.

So, there are all kinds of situations in which we are arguing with ourselves, whether it's because we've initiated it ourselves, or because we've been subtly encouraged to do so by someone else.

Self-persuasion

But does it work? Does self-persuasion make any real difference? Janis and King (1954) tested this by having some participants give a talk while two others listened. Then they swapped around and one of the passive listeners gave a talk to the other two on a different topic.

What emerged was that, on average, people were more convinced by the talk when they gave it themselves than when they merely heard it passively. This suggests that we really are persuaded more strongly when we make the argument ourselves, even if it isn't in line with our own viewpoint.

The same trick works with attitudes to smoking. People are more put off smoking when they deliver an anti-smoking message than when they passively receive it (research described in Brinol et al., 2012).

We see the same effect for self-confidence. When people are told to present themselves in a self-confident way to others, they actually feel more self-confident themselves.

The explanation seems to be that we are very good at convincing ourselves because we know just what sorts of arguments will sway us.

So if you want someone to persuade themselves, you can try asking them to put aside their own attitude for a moment and try getting them to generate their own arguments for the point you want to make.

Whatever the cover story, as long as the person is encouraged to generate their own arguments, it has a chance of changing their mind.

Thanks to Spring Org / Psy Blog

http://www.spring.org.uk/2012/05/how-to-encourage-people-to-change-their-own-minds.php?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+PsychologyBlog+%28PsyBlog%29

How To Choose The Right Employer

When we are desperate for a job, 90% of the time, weland up being dissatisfied. Has it ever occurred to you why this happens?

Here’s why: The anxiety and stress of being jobless makes you degrade your own skill set. Your desperation for finding a job makes you take a hasty decision. While you are on a look out for a job, it is very important that you grade your employers before you generate an interest in working with them. So, grab a pen and a notepad to make a list of your options with the help of the pointers we ask you to keep in mind:

Do they know what they do?

It is of prime importance that each employee at the firm knows everything about the product. Blame departments or the system, but these days the transparency at work has reduced many folds. If the person appointing you does not know about his own product, then there are bright chances that you might have to go through a tough time understanding your work. Also, if they know their product well, ask yourself how updated they are with it? A lot of companies start bang-on with a website and a few big clients and that’s the end of their enthusiasm. You are trying to find a job in the 21st century and the least you should expect from the firm is an updated website.

Is the leadership sailing fine?

Working under a leader who is not well aware of the happenings in the market is like a death call. Consider this as late hours at work and a lot of research that you might have to do for him so that you and he are on the same page. Read about the founder members and Board members and see where they come from. A good foundation (leader) makes a good wall (organisation). So stay safe and opt for a firm that is being run by the stalwarts or famous names in the allied industry, otherwise you might be the first to fall into debris.

What is their future plan?

Every successful business proposition has a 5 year plan and a way ahead. So what is it for your employer? Do they have a vision for growth or are they happy doing what they have been doing? It is important for a firm to grow as it is directly proportional to your career growth. Make sure that your growth graph will always remain parallel to that of your new organisation. Because if the organisation goes down, it will take you down with it, so be careful with this one.

How is the work environment?

It is exactly like how you choose your university. Check on how the office culture is? Is there a flexible balance between work-life and fun? Do you think you will be able to adjust at a place like that? Are the employees well motivated or are they terrorised by the bosses?

Even before you type that mail saying ‘please consider my application’, be sure if you really want to be a part of that firm. Make a list of firms that have job openings and then prioritize them as per the above points. Remember, finding a job and finding a life partner is almost the same and you definitely don’t want to go wrong anywhere on your resumé.

Article that Coach - 13 Management Tips

Image courtesy http://smallbiztrends.com

Author Unknown

1 Spend time planning and organizing. Using time to think and plan is time well spent.

2.Set goals. Goals give your life a sense of purpose and direction.

3.Prioritize. Remember the 80-20 rule  spend 80% of our time on activities that give us 80% return.
 
4.Use a to do list. Some people thrive using a daily to do list. It helps give you that sense of
achievement.

5.Be flexible. Allow time for interruptions and distractions.

6.Consider your biological prime time. That's the time of day when you are at your best.

7.Do the right thing. Peter Drucker says, doing the right thing is more important than doing things right..

8.Eliminate the urgent. Urgent tasks have short-term consequences, while important tasks are those with long-term, goal-related implications.

9.Practice the art of intelligent neglect. Eliminate from your life trivial tasks or these tasks which do not have long-term consequences for you.

10.Avoid being a perfectionist. Some things are simply not worth doing perfectly.

11.Conquer procrastination. Just do it.

12.Learn to say NO. Such a small word yet so hard to say!

13.Reward yourself. Even for small successes, celebrate achievement of goals.

Why I Love Employees Who Ask 'Why'

By Harvey Mackay.

Conventional wisdom says they're a pain. In reality, they are doing you a huge favor.

What you do and how you do it are important. But it's the "why" that provides the real motivation to succeed.

The Power of Why

An experiment conducted by the University of Pennsylvania's Wharton School of Business demonstrates the power of "why." At a university call center where employees phone alumni to solicit donations, the staff was randomly divided into three groups: The first group read stories written by former call center employees about the benefits of the job (such as improved communication and sales skills). The second group shared accounts from former students about how their scholarships helped them with their education, careers and lives. The third, a control group, read nothing, just explained the purpose of the call and asked for a contribution.

After a month, the researchers found that the first group and the third group raised roughly the same amount of money from alumni after the experiment began as before. But callers in the second group, who had related the stories about the impact of the scholarships students received from the fund-raising campaign, raised twice as much money from twice as many alumni as they had before.

Understanding the importance of their work – the "why" – apparently motivated them to get better results. Put another way, as I like to say: A salesperson tells, a good salesperson explains and a great salesperson demonstrates.

I'll go so far as to proclaim that the most important question you can train your employees to ask is "why?" Does that send shivers up your spine? Let me explain.

Why conventional wisdom is backwards

When an employee asks why the company does things a certain way, and you can explain the logical reason, then the employee knows what she's doing is valid. But if you can't begin to hazard a guess beyond the "we've always done it this way reply, your employee must reconsider her motivation. If you don't know why you're doing what you're doing, you need to thank the employee who gave you the wake-up call.

Same goes for training. When I listen to a mentor describe the most effective way to sell an envelope, or the best approach for a hot prospect, or even our preferred method of answering the phone, I'm expecting to hear not only the "how" but also the "why."

The conventional wisdom has been that bosses manage and employees do what they're told. We've learned that thinking is upside down. The people who are "doing" often bring better ideas forward because they challenged traditional practices.

Innovation is not the exclusive domain of leadership. Pay attention to those employees who respectfully ask why. They are demonstrating an interest in their jobs and exhibiting a curiosity that could eventually translate into leadership ability. Encourage them to offer their suggestions and give their ideas serious consideration. They may be the brave ones who reach for the bananas!

Mackay's Moral: To quote educator Diane Ravitch: "The person who knows `how' will always have a job. The person who knows `why' will always be his boss."

Source - http://www.inc.com/harvey-mackay/the-power-of-why.html

All Credits to the Original Author - Harvey Mackay.

Are your “Socially Intelligent”?

Social Intelligence… 

By Vinod Bidwaik

“It is difficult to handle that person. He is crazy.” One of the friends was sharing his experience about the interaction with another colleague. There are different types of personalities in this world and you have to interact with most of them in your life. There are people in the society who even not aware about their own behaviour in public. They don’t know what to talk and where to talk. They hurt, disturb another people and take blame.  Can we avoid these personalities? You can’t; you have to live with them. But there is a strategy to deal with them.        

You must have heard about Emotional Intelligence. Emotional Intelligence can work, but not always. To deal with such people, we need Social Intelligence. Karl Albrecht coined this term.

Social Intelligence: Social Intelligence as the ability to get along well with others and to get them to cooperate with you. It is basic understanding of people.

The question is how to develop the Social Intelligence. The best way is to understand the S.P.A.C.E. model. This is a simple model of assessing and developing Social Intelligence. This has five dimensions.

(S) Situational Awareness: This is the ability to read, understand the social context which influence the behaviour and accordingly choose the behaviour. It is your social radar which helps you to interpret the behavior of people in those situations in terms of their possible intentions emotional states, and pre deposition to interact.

If we want to be accepted and taken seriously, we all need to pay special attention to the sense of presence we communicate. Here you need to sense the expected behaviour of the person. But before that you have to understand, what are his social norms, his communication style and tone of language and culture of the person.

(P) Presence: It’s the way you affect individuals or groups of people through your physical appearance, your mood and demeanor, your body language, and how you occupy space in a room. Your personality should reflect the positive-ness and confidence.

If some senior person, imagine, President of the company come in the meeting room, his presence in reflected in the surrounding. But this is due to his official position. This is charisma due to his official position.  There are people who earned the personality, like Anna Hazare. His presence in due to his earned charisma. There are people, who project themselves as personality and carries artificial charisma.

You can check this side by becoming awareness with your style, by asking your family members and friends.

(A) Authenticity: This dimension reveals how honest and sincere you are with people and with yourself, in any given situation. It’s how you connect with others people so you become worthy of their trust.  It’s a reliance on or belief in yourself, so you can take real authorship and ownership of your space or place.  

It is possible, for example, to have well developed “people skills” and yet lack the emotional depth to be considered truly socially intelligent. Authenticity does not only require being yourself; you must genuinely connect with others, which demands a fair amount of empathy and compassion.

(C) Clarity: This measures your ability to express your thoughts, opinions, ideas, and intentions clearly. Using proper language is important here. Your language should be used skillfully. Simple test is asking the question, “Do you say what you mean and mean what you say?” Sometimes silence also works effectively.

“Better to remain silent and be thought a fool than to open your mouth and remove all doubt”

There are certain situations were saying less, accomplishes more

(E) Empathy: Last but not least is empathy. This dimension invites you to look at how truly aware and considerate you are of others; and the feelings of others. In simple language understanding and assessing why people behave in specific manner. Putting yourself in their situation is the best way to understand them. Try to understand the emotions, feeling of other and decide your strategy to deal with them.   

Try to follow the above dimension of Social Intelligence. This will definitely make you effective in your career and life. Just enter into the S.P.A.C.E…. 

10 Ways to Have a Better Day Today

1. Wake up 30 Minutes Early.

Get up 30 minutes before the alarm goes off and take the first half hour for yourself. Once you get busy and into the day there never seems to be the time for yourself. Take this time to plan getting the most from the day.

2. Read, Listen, or Watch Something Uplifting.

Make this a daily habit. Get out of starting the day with no mental food. A great day does not begin with the news or the paper, it begins with ideas or energy that will propel you through the day. What you first hear will stay with you throughout the day. 

3. Eat a Good Breakfast to Start You Off Right.

Get something good into your body to wake it up and get it going. Think about the energy you will need to perform. Everyday we run a marathon. What would you need to eat and drink to win it.

4. Choose Your Winning Attitude.

There is enough to go wrong without sabotaging yourself. Your attitude is a choice you make. Don't let it come between you and your success. Be careful to keep it positive all day long.

5. Be Aware of What They are Telling You.

The people around us have a profound effect on how we get through life. Our closest friends and family are our greatest environmental influences. 6. Make the Most of What You Do. When you get to your work, make it the best place to be. Most people go to work and never think about work while they are there. Focus on your contribution. What would it be like if you were not around. Strive to give a 100% each and every day.

7. Always Remember that People are Listening.

Make a point of talking well of others. Wish others the best in life. What goes around does come around. Don't talk negative about anyone. Try to understand their circumstances Practice being a support system to your friends and family. They need you.

8. Be Honest and Fair to Others.

It does make a difference. What you give to others is usually what you get from others. Practice integrity that people can see and feel. Be aware of what you say. Learn to walk your talk at all times. The more people trust you, the more of their time they will trust with you.

9. Pace Your Energy to Last All Day.

Be. careful of bursts of energy. Pace your energy throughout the day. If you get to crazy early in the day, you will reach a point of exhaustion before the day is over. By planning your entire day before you begin, you will have what you need. You've heard the old saying "look alive.

10. Get in Bed Early and Study for the Future.

I have a friend who keeps a journal at his bedside. Every night he writes best day ever. what he learned new on that day. The only way to keep one step above the masses is to learn new ways to do things.

Develop the habit of reading a work or personal development book before you go to sleep. Reading for 30 minutes a day is like a year of college. You can't succeed if you don't read. Remember throughout your day that life is what we make it, day by day. Practice having the It adds up to a great training ,great life.

Speed, overtake and risk

By Vinod Bidwaik

It takes me 1/2 hour for going at the office. The road is always busy. Lot of vehicles on the road make the journey little bit slow. There are certain people who do not follow the discipline of the road and then creates bedlam on the road. Mondays become sometimes anxious due to this reason. There are telcons planned and I have to reach in the office at sharp 9.00 pm. Lot of mails and calls waiting on the laptops make the day demanding.  

There is a line of 4-wheelers running at the speed of 30-40 and I want it to run at the speed of at least 50-60. Long queue of vehicles and everybody is in the line.  I have two options, either to follow the next vehicle and follow the pace or just overtake and try to reach next to next to next vehicle. I choose second one. There are two possibilities if I opt for second option- I reach in front of all and be on time in the office or I am responsible for creating one more chaos on the road and take the blame from others for that.  I chose to be calculative. I see that pace is slow and all the vehicles are following the same pace. I don’t want to one of them but I should be careful. I increase the speed and overtake all and reach next to all. I got it.  Sometimes I have to make space for me indicating another vehicle that I am planning in your line in front of you, be careful.

And one day, I enticed to compare the metaphor with our life. We have dreams and Goals in our life and definitely we want to achieve the same. Life is the journey and we want to reach at the destination. Sometimes we take speed and sometimes we just follow the line of vehicles.

Here are some of my takeaways from this:

1)      Don’t follow always: Sometimes, following somebody is beneficial, but not always. You need to decide your own action to achieve your goals. If you try to only follow, then there are near miss opportunities of success. Perhaps if you overtake them just by increasing your speed, you may get the key to success.   

                

2)    Take calculative risks: I calculate the risk and as I told you I choose second option to increase the speed and overtake other vehicle. There are people who play the safe game and then blame their destiny. You yourself can decide your fate, destiny.  Playing safe is again sometimes beneficial and not always. You know that if you increase your speed, overtake others, or choose another way, further way can be risky. There are lots of risks in the life. Overcoming the fear and taking calculative risk creates the way for the success. 

3)      Have the urgency: I always tell my team to imagine that if they don’t do the task on time, they would loose the job and the job what they are doing is the only job available in the market. Creating the need of urgency makes your job easy. Steve Jobs rightly asked to imagine that tomorrow you are going to die. When I commute to office, I have the urgency to go in the office, but this is not the urgency, I have lot many things to do and I have in mind that I have to finish all just today. 

4)      Be alert and aware about the situation and check others movement: I increase the speed of my car on the road, but I also check the situation and movements of others. I know I can be careful but others may create the problem for me. There are others guys on the road, who must be thinking the same what I am thinking and this may lead to the major accident. To avoid this I am alert to understand the situation and try to make the safe space for me by taking the control on speed.

Life is like the same. Once you like this you will enjoy the way of making it more adventurous.