HBR cracks the Answer to the Question --> “Why Should We Hire You?”

 When an interviewer asks, “Why should we hire you?” your answer shouldn’t be about why you want the job—it should highlight why they need you. To stand out as the ideal hire, show your interviewer you understand their goals. Here’s how.

• Focus on the match. Speak directly to their needs. For example, “Your commitment to healthcare innovation excites me, and my experience in AI and health tech can help drive that mission.”
• Highlight what makes you unique. Be specific: “I bring hands-on project management and cross-functional leadership experience, which I know is crucial to your team.”
• Paint a vision. Go beyond skills and imagine yourself in the role: “With my data analytics background, I see myself delivering insights that shape strategic decisions.”
• Connect on culture. Show authentic alignment with their values. “I love how you highlight top performers—it shows you value your team, and I thrive in that environment.”
• Use their words. Pick up on key points from the interview and connect: “I know you’re looking for someone with enterprise-level experience; I’ve managed a $30M book of business.”
• Keep it sharp. Be concise, organized, and confident. Highlight three reasons they should hire you, and let your voice project assurance

Interested to know more?

Read the complete article at:
https://hbr.org/2024/11/how-to-answer-why-should-we-hire-you-in-an-interview

Indian Immigration was done in under a minute!

During my last trip --> Indian Immigration was done in under a minute! 

Fast Track Immigration - Trusted Traveller Program works like a charm.

Great Initiative by Indian Immigration.

Do apply if you travel frequently

Key points to remember:

Eligible persons from the following categories: 1. Indian Nationals 2. Foreign Nationals holding OCI Card

Apply at: https://ftittp.mha.gov.in/fti/

  

Deliver a Message That Sticks -- Tips by HBR

 Whether you’re giving a presentation, writing an email, or leading a meeting, it’s important to communicate your message in a way that’s memorable. By mastering a few strategies based in memory science, you can create messages that linger in the minds of your audience, leaving a lasting impact. Here’s how.

 
Chunk it up. Your audience can only handle three to four pieces of information at once. Organizing your key points under one central idea will help them retain details and connect the dots.
 
Make it concrete. Abstract ideas are tough to remember. Use vivid, relatable examples that evoke sensory details to create a mental image your audience won’t forget.
 
Provide callbacks. Revisit earlier points to strengthen your audience’s recall. Subtle reminders of previous content help reinforce memory and tie new information to existing knowledge.
 
Spark curiosity. Don’t just deliver answers—pose intriguing questions that highlight knowledge gaps. Curiosity fuels memory, making your message stick.

Interested to know more?

Read the complete article at:

https://hbr.org/2024/08/how-to-craft-a-memorable-message-according-to-science

Presenting to an Audience of Experts -- A Tip from HBR

Giving a presentation can be nerve-racking—especially if your audience knows the topic better than you. But you can share your knowledge while also sharing the forum with those with greater experience. Here’s how to deliver a credible and engaging presentation to subject matter experts.

 
Embrace self-affirmation. When presenting to experts, it’s normal to feel intimidated. But remember, while you might not be the most knowledgeable person in the room, your ability to organize and facilitate a discussion adds significant value.
 
Be intellectually humble. Admitting a mistake or a gap in your knowledge doesn’t diminish your credibility; it enhances it. Embrace the courage to say, “I got that wrong,” “That’s new information to me,” or simply “I don't know.” This openness not only builds trust but also promotes a more inclusive and informative dialogue.
 
Tap the expertise around you. Acknowledge the experience in the room at the outset. You might invite seasoned professionals to participate and share their insights throughout, which enriches the learning experience for everyone. But don’t let them take over; remember, this is your presentation. Keep things focused on the goals and needs of the broader audience.

Interested to know more?
Read the complete article at:

https://hbr.org/2024/05/how-to-present-to-an-audience-that-knows-more-than-you

Become a Better Delegator -- The HBR Way...

 Struggling to delegate? Especially as a first-time leader, it can be difficult to let go of control and trust your team to execute tasks on your behalf. These strategies can help.

 
Change your mindset. First, accept that you can’t (and shouldn’t) do everything yourself. Your success now depends on helping your team grow and achieve their goals. This means guiding them, offering learning opportunities, and holding them accountable.
 
Determine what to delegate. List all your tasks and projects for the month, then identify the high-level work only you can do and delegate the rest. Look for projects that might be learning opportunities for your employees and align these responsibilities with their strengths and career goals.
 
Communicate clearly. Schedule one-on-one meetings with your team members to delegate work. Explain the project, its importance, and why you’ve chosen them to do it. Give them space to ask questions and process the information. Establish clear roles and timelines and align on communication styles to ensure clarity and avoid micromanaging.
 
Provide feedback. During check-ins, offer constructive feedback and resources. Celebrate milestones and recognize your employees’ efforts publicly.
 
Review and reflect. After your employee completes an assignment, conduct a postmortem. Discuss what went well, what didn’t, and what they learned. This will help you improve your delegation skills and better support your team moving forward.

Interested to know more?

Read the complete article at:
https://hbr.org/2024/06/learning-to-delegate-as-a-first-time-manager

How to Be Prepared for Situational Interview Questions

Be Prepared for Situational Interview Questions by HBR

Situational interview questions—open-ended prompts where you’re asked to describe how you solved a particular problem, aligned stakeholders on a project, or influenced someone to think a certain way—are an opportunity to show how you’d approach a new role. Here’s how to set yourself apart from other candidates.

 Use a proven format. When discussing a past experience, structure your answer using the STAR(T) or CARL method. STAR(T) stands for Situation, Task, Action, Result, and Takeaways. CARL stands for Context, Action, Result, and Learning.

Tailor your stories to your audience. Be sure to connect the experiences you highlight to the job you’re applying for, especially if you’re jumping from one industry to another. Also consider who’s asking the question—for example, you might simplify technical language when talking to a recruiter but include those details when talking to a hiring manager.

Follow the two-minute rule. This one’s simple: Keep your stories under two minutes each. Consider practicing them in advance with a timer.

Interested to know more?

Read the complete article at:

https://hbr.org/2024/02/5-ways-to-prepare-for-situational-interview-questions?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_&deliveryName=NL_MTOD_20240228

3 Challenges to Hybrid Work — and How to Overcome Them by HBR

Hybrid work is here to stay for many organizations—and it comes with some pain points. Here are three key challenges managers of hybrid teams face and how to take on each one.

 
Aligning schedules. Rather than establishing fixed in-office days, focus on critical times for in-person presence, such as onboarding, busy periods, and key meetings or projects. Clearly communicate why these moments are important so employees understand the reasoning and accept the policy.
 
Building a strong culture. Sustaining corporate culture with less in-person time is difficult. Reframe your approach by appealing to employees’ desire to help others. Highlight how their presence supports their coworkers, customers, and clients. Make in-person time more valuable by fostering meaningful interactions and connections through mentorship programs and client meetings.
 
Ensuring productivity. Favor supportive, transparent check-ins over micromanagement and surveillance. Tie employees’ roles closely to specific deliverables and provide regular feedback. And don’t overlook your own development: Take advantage of training opportunities your company offers and get together with your peers to share best practices and discuss challenges

Interested to know more?

Read the complete article at:

https://hbr.org/2024/05/3-challenges-to-hybrid-work-and-how-to-overcome-them

 

I faced this --> Overcoming the Hurdles of Leaving a Long-Time Job

The below tips from HBR really helped!!!

Leaving a company that’s been your professional home for years, even decades, can feel both thrilling and daunting. Here’s how to handle some of the common psychological challenges you might encounter as you consider making the leap.
 
Resist rumination. Instead, test your new career interests using small experiments. Whether it’s deepening a hobby or launching a side hustle, small steps provide you with invaluable insights and new confidence, helping you move forward with conviction rather than doubt.
 
Grapple with guilt. It’s common to feel guilty for leaving relationships and work you’ve invested years in. Recognize these feelings, but also remember that growth requires change. Your colleagues will understand and respect your decision to pursue a new path.
 
Embrace new identities. Leaving a long-term role can mean stepping away from a closely held professional identity and status. Acknowledge this challenge, but focus on the opportunities your new role presents. Letting go of past titles allows you to embrace new possibilities.
 
Adapt and learn. When you transition to a new professional environment and identity, you may realize there’s a lot you don’t know. Learning new systems and integrating into new cultures is part of the journey. Staying open and adaptable will allow you to earn the respect and trust of your new colleagues.

Interested to know more?

Read the complete article at:
https://hbr.org/2024/05/the-challenge-of-leaving-a-long-term-job-to-start-something-new

RRR -- The Japanese Way...

         We had a near-perfect April. Although delayed, we caught glimpses of the beautiful Sakura in early April. We all went out together as a team and enjoyed Hanami. For the uninitiated, Hanami is having an outdoor party beneath the Sakura(Cherry Blossom) during the daytime or at night. The much-awaited next phase in project also finally started, albeit with a smaller team, but we are sure it will grow to its full glory soon J

As we enter May, the refreshing spring weather in Japan is perfect for new beginnings. It’s also a good time to reconcile, retrospect, and recharge i.e. RRR

Reconcile: With new Phase starting, it is time for resources across both Phases to be reconciled. Be it people, or hardware, or even travel, we must ensure efficiencies across the board. We look forward to synergies and your cooperation in ensuring both the Phases get their due needs and succeed equally.

Retrospect: Let’s take a moment to retrospect. Retrospect to check what good we did in last Phase till now and what we can do better. Let’s do better in not just future Phase, but also in the latter half of current Phase till production. Any ideas for the same are welcome, feel free to send them to me

Recharge: The vacation period has just started in India and Japan just starts the “Golden Week”. With the vacation and holiday period starting, it’s time to recharge the batteries. We all deserve a break from our hectic routine to be at our personal Best in the coming months. So recharge, relax, bask in the sun, and come back to successfully take on all the new challenges thrown at us.

The coming months will be super exhilarating with both Phases running in parallel. So tie your laces and gear up for the brisk walk\run ahead. However, do not forget to enjoy the journey and the beautiful scenery on the way J

 -- Sanjay Ishwarlal Upadhyay

 

Heard a new concept today --> Microstresses at Work

Heard a new concept today --> Microstresses at Work

Microstresses are small stresses from routine interactions—they’re often so brief we barely even register them. Individually, they might seem manageable, but cumulatively they take an enormous toll. How can you combat them?
 
Start small. Commit to tackling one small, easy-to-address microstress a week for the first two weeks to build confidence, a different mindset, and a sense of agency. Don’t focus on the bigger (and more difficult and entrenched) stressors that can keep you from acting on ones you can control.
 
Shift your attention to positive interactions. Having people in your life who provide perspective, envision a path forward, offer help, create space to unplug, or make you laugh can have a dramatic impact on your resilience.
 
Pay attention to how your concern for others is affecting you. When people we care about are struggling, it can cause us anxiety, worry, and pain. Think about how you can reshape these interactions in a more positive way.   
 
Finally, focus on what gives you a sense of purpose. Researchers found that the happiest people put some of their microstress in perspective by making time for meaningful activities outside of their work and family lives.

Interested to know more?
Read the complete article at:

https://hbr.org/2024/02/5-ways-to-deal-with-the-microstresses-draining-your-energy?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_&deliveryName=NL_MTOD_20240307

Promote Yourself Without Seeming Self-Centered

Promote Yourself Without Seeming Self-Centered by HBR

Talking about your accomplishments can make you appear more competent and capable, but it can also make you seem colder, less friendly, and more selfish. In contrast, self-deprecation, deflecting credit, or sharing setbacks can make you seem more approachable—but less competent. 

 
Researchers found that you can walk this tightrope by practicing “dual promotion,” or pairing a self-promotional statement with one that highlights or compliments someone else.
 
Start by identifying whom you want to promote alongside yourself. At the office, praise your colleagues’ work before you mention your own. If you’re in a competition of some kind, compliment your competitor. If you’re engaged in a more individual endeavor—for example, writing a novel—compliment a colleague whom you admire. Be sure that your compliments of others are genuine and specific. Overly general praise lands as disingenuous and fake.
 
Then, focus on yourself. Share your meaningful achievements—and don’t be shy about claiming the credit you deserve. 

Interested to know more?
Read the complete article at:

https://hbr.org/2023/11/how-to-self-promote-without-sounding-self-centered

What to Do When You Receive an Upsetting Email

What to Do When You Receive an Upsetting Email by HBR

When you receive an email that’s critical, hostile, or just plain rude, it can ruin your whole day. Here’s how to keep your emotions in check and respond rationally and professionally.

First, take your time. You don’t need to reply immediately. Give yourself a pause to really analyze the message, calm down, and think clearly before you craft your response.

Then, before you say anything else, thank the sender for taking the time to communicate their message to you. Even if they used a negative tone, make sure yours is positive.

Explain your perspective without blame or bluster. Keep in mind that this is only the start of the conversation. There may be facts that your counterpart was unaware of. You can use their email as an opportunity to share where you’re coming from.

Next, clarify the core issue. Communicate where the disconnect happened between you and the sender and ask follow-up questions to better understand what needs to be resolved.

Finally, focus on solutions. Once you understand the problem at hand, concentrate your attention—and your reader’s—on the future, where positive change can occur

Interested to know more?

Read the complete article at:

https://hbr.org/2023/11/how-to-respond-to-an-upsetting-email

Leadership Isn’t About Your Job Title

Leadership Isn’t About Your Job Title by HBR

You don’t need to be the boss to be a leader. Here are three actions you can take to hone your leadership skills right now and become a highly respected and influential team member. 

• Embrace your existing strengths. Start by asking yourself: Which tasks at work feel most energizing and natural to you? Which projects do you excel at and enjoy? What unique perspective do you bring to the table? Your strengths, identity, and interests are what set you apart. The more you understand yourself, the more you’ll be able to carry yourself with the confidence of a leader.
• Devote time to daily development. Improving your skills will help you expand your impact and influence. For example, maybe your organization values leaders who can back up their ideas with hard data and insights, or those who project empathy, curiosity, and compassion. Whatever it is, take note and prioritize developing those skills and projecting growth on a daily basis.
•  Connect with people. Whether you’re an introvert or an extrovert (or somewhere in between), you can establish the kinds of meaningful relationships that are key to building influence on your team. Commit to being vulnerable, authentic, and empathetic in your interactions with your colleagues.

Interested to know more?

Read the complete article at:

https://hbr.org/2023/02/you-dont-need-to-be-the-boss-to-be-a-leader