Management Geeta


Management Geeta
January  15
  1. Implementation is more important than planning

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.



  1. Detail Detail Detail

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.



  1. Perception may affect your performance

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:

  1. Performance
  2. Perception in the mind of the assessor

Let us deliberate all these factors briefly:

  1. Performance: In the progressive organization and for that matter any organization, one needs to perform. I have experienced that people consider the work as performance, but it is the lowest level of performance. Some senior official has told during his performance appraisal that he had diligently been doing his job, totally engrossed in the work. However, performance needs to give results as per the objective requirements of the management. Every objective has defined deliverable. Thus, performance is a vector quantity, not a scalar one. One need to put efforts in the direction of the objective to convert it into deliverable otherwise the performance is like multiplying the work done by zero resulting into zero performance.

  2. Perception: In fact, many of us have seldom thought about others when doing some work. But in practical life the perception makes the difference. Perception is an abstract thing which solely depends on the mind of the assessor. It is the mix of emotions and mental assessment how one thinks or perceives a particular person. I have seen one of the officials whenever I asked him to come to my room for some work, he would come running. It happened not once, but throughout the four years of us working together. What it indicates, what perception one will draw? Other officials used to be working late in the office. Now what perception one will get? These are all positive perceptions which the assessor makes.Let me mention the perception process of another senior official who was also one of the best performers, but he was a loner i.e. at individual level he will score century but devoid of a team player. Now how the assessor will perceive him?


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.



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