The success of any work depends largely on the strategy, action plan and execution. Successful people are looked upon and admired by others, but nobody sees what went behind the scenes. It is nothing but the attitude of implementation that determines the success. In the organization, we see that every other day some policy is issued or a system introduced with a bang but eventually ends up in a whimper. This is due to the inappropriate operation of the system or implementation of the policy. This is akin to a ca, no matter how advanced it is, turns out to be of little use if it is handled by an inept driver.
As far as management perspective is concerned, systems have been put in place, but they are not implemented in the letter and spirit, therefore the targeted results are not achieved. Planned activities are done either half-heartedly or not implemented at all. So the first requirement is proper implementation.
The word ‘Proper’ commands weightage in any implementation. One has to put his heart and soul into the implementation of the assigned task. Things should not be implemented just for the sake of implementation. Recently Indian Government has launched a project namely “Swachh Bharat Abhiyan”. The thought behind it is very noble as well as novel, the plan drawn out very meticulously by the government, but till it is implemented properly, it is not going to yield the benefit which the government has desired.
Thus the key to successful organization is not only efficient planning but also effective implementation i.e. right plan, rightly implemented.
It has been experienced that when someone goes up in the ladder, he starts delegating the issues as he starts feeling that he is not required to monitor the things anymore. This point is to be checked by the concerned person.Most of the people, even those at the top management, don’t get into details and talk only at surface level. They believe that detailing rests on his immediate subordinate. But, the problem arises when this subordinate thinks ditto. Hence, the work keeps flowing down till it reaches the last working level. So far so good. But it turns out that when this completed work moves upward through the same route for supposed revision and filtration by seniors, little or no value addition takes place until it reaches the topmost level. The situation then becomes embarrassing or difficult or time-wasting.
In order to get success at the senior level, following are necessary:
1) Understand the subject first before taking any action
2) Delegation to the person be done based on his competency
3) Any question to be replied based on the psychology of the reader i.e. what he is looking for. It is to be kept in mind that the reader has different framework than you. That is why it is said that the writing should be based on SAP i.e. Subject, Audience and Purpose.
4) Go into details of critical issues, better to read all the papers and make note of the same, so that during the meeting or conversation you are able to reply instead of looking at each otherís faces.
5) Always prepare supplementary questions along with the main question as the concern may ask related questions also.
Performance assessment is one of the major events in the professional’s life. Everyone thinks that he is doing a good job, but assessor may think otherwise. The center issue remains that how to remove the parallax between the performer and assessor. It has been experienced that the assessment primarily depends upon:
Let us deliberate all these factors briefly:
So perception makes and breaks individual in professional life. It is a subliminal film in the mind of the assessor developed in the course of working or interacting with people in the professional life. It is neuro-impact of the individual in other’s mind. This evaluation is dynamic and keeps on evolving with time. The worst happens when perception in the mind of assessor gets anchored to some permanent negative image of the assesse, and does not change in the former’s lifetime despite amendments made by the latter.