Prashant Singh

The last post, though didn't perform well on engagement but my inbox was filled with 1 question: Surekha, what's this AQ? 🤔 So, I thought this might be the query of many other people too, no? Hence, here I am answering what's AQ! #AITeammates by Asana can advise on priorities, and risks, and even reallocate work autonomously! 🤯 This #AIadvancement underlines the #uncertainty and chaos of #tomorrow. So, can you navigate this turbulence with grace? This is where #AQ_matters. 🫣 AQ stands for #AdaptabilityQuotient ✅ It is a measure of how well you adapt to change.  ✅ It's about your ability to pivot, to flex, to roll with the punches and come out swinging.  ✅ It's the difference between the leader who crumbles under pressure and the leader who rises to the occasion. But does AQ actually look like in practice? 🤨 It's got three key dimensions: ⭕ #CognitiveAdaptability - It's the ability to break free from mental ruts, challenge your own biases, and generate novel insights. ⭕ #EmotionalAdaptability - It's the ability to stay grounded and resilient in the face of stress, setbacks, and uncertainty.  ⭕ #BehaviouralAdaptability - It's the ability to take decisive action in the face of change, even when the path forward is fuzzy. So, how can you cultivate your own AQ? Here are a few practical tips: ✅ #Embracethesuck. Lean into it. Acknowledge that it's hard, but remind yourself that discomfort is often a sign of growth. ✅ #Reframefailure. Ask yourself, "What can I take away from this experience? How can I do better next time?" ✅ #Seekoutdiverseperspectives. Invite people to challenge your #assumptions and offer fresh ideas. ✅ #Practiceself-care. The better you feel, the better equipped you'll be to handle whatever comes your way. So, the question is not whether you'll face uncertainty, but how you'll respond when you do in #future. ⭕ Will you resist and retreat, or will you lean in and learn? ⭕ Will you cling to the status quo, or will you have the courage to let go and try something new? #FutureofWork #leadership #adaptability #futureready #futurereadyleaders

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"SERVICE OF NOTICE/ORDER" Section 169 Service vs Communicated in context of Uploaded on Portal, Sent through Email, Physical Copy.... sometimes I feel lost in this maze.... What about you? I feel your position is not different then mine...is it? Let's throw some light on this: 1. RAGHAVA- HES- NAVAYUGA (JV) - Telangana High Court (2024) 16 Centax 12 Where notices for personal hearing were sent to different e-mail id than assessee's registered e-mail id, assessee was deprived of opportunity of personal hearing; the impugned order being violative of principles of natural justice was to be set aside. 2. CHEMSILK COMMERCE PVT. LTD. - Allahabad High Court (2024) 18 Centax 9 Since no physical/offline notice was issued to or served on assessee before cancelling its registration and essential requirement of rules of natural justice had remained to be fulfilled, impugned order was to be set aside. 3. C. EKAMBARAM - Madras High Court (2024) 19 Centax 305 Where assessee was not served with show cause notice by GST Authorities as it had shifted to a new address and same was returned by postal authority with remark "no such person in the address", GST Authorities were to be directed to serve a copy of show cause notice on assessee at new address and thereafter pass fresh assessment order. 4. VIBGYOR SERVICES - Delhi High Court (2024) 15 Centax 423 Where an order-in-original remained unserved due to undelivery and was subsequently delivered later, limitation for filing appeal shall commence from date of actual service, not original date of order. 5. VIVAAN ENTERPRISES - Allahabad High Court (2023) 12 Centax 70 Where assessee's registration was retroactively cancelled on 14-8-2019, with no outstanding tax liabilities and subsequently proceedings initiated via e-mail to assessee's accountant, order initiating proceedings was to be quashed without expressing an opinion on case's merits. 6. JAK COMMUNICATIONS PVT. LTD. - Madras High Court (2024) 81 GSTL 457 Where notices were uploaded in web portal only and same were not at all physically served to assessee and, thus, assessee was unaware about said notice, impugned assessment order was liable to be set aside. 7. FINO PAYTECH LTD. - Bombay High Court (2024) 17 Centax 229 Where assessee had changed their address on GST portal twice, but show cause notice was sent to old address and thus assessee was not served show cause notice and could not participate in adjudication of show cause notice and eventually revenue proceeded to adjudicate show causenotice while passing ex parte order-in-original, since impugned order adjudicating show-cause-notice was in breach of principle of natural of justice, and was to be set aside. Thanks Raja Abhishek NIRC Candidate - 2024

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Leadership Lessons from the India-South Africa Cricket Final The India-South Africa cricket final was a nail-biting encounter that kept fans on the edge of their seats. But beyond the sporting drama, there are valuable lessons for leaders in crisis situations. * Adaptability: The match swung back and forth, demanding both teams to adapt their strategies constantly. Leaders must be able to assess changing circumstances and adjust their approach accordingly. * Calm Under Pressure: When the pressure mounted, some players faltered, while others thrived. Leaders need to stay composed in high-stakes situations and make clear decisions. * Teamwork: Cricket is a team sport, and victory relies on collective effort. Similarly, leaders must build strong teams, delegate effectively, and inspire collaboration. * Resilience: Both teams faced setbacks during the match, but they never gave up. Leaders need to foster resilience in their teams to bounce back from challenges. Individual Brilliance: * Virat Kohli: Steadying the Indian innings with a well-paced and crucial knock under immense pressure. * Suryakumar Yadav: Playing a fearless cameo, peppered with innovative shots, to revive the Indian innings. His exceptional catch to dismiss David Miller in the final over, displaying awareness and composure under pressure, was a game-turning moment. * Jasprit Bumrah: Bowling a fiery spell with exceptional control and accuracy, making crucial breakthroughs for India. * Hardik Pandya: Contributing with an all-round performance, scoring valuable runs lower down the order and chipping in with crucial wickets. His bowling in the last few overs of the match was particularly impactful. With South Africa needing runs at a brisk pace, Pandya's cutters and slower balls proved difficult to score off, stifling their momentum. He also picked up the key wicket of David Miller, who was threatening to take the game away from India. These wickets in the death overs put immense pressure on the South African batting order and ultimately proved decisive in India's victory. #leadership #cricket #crisismanagement #teameffort #resilience

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Presenting the Rapid Fire Clarity of the 100th ClariTea Chat milestone session. Key insights and paradoxes from the Digital Scorecard were discussed by a panel of 6 leaders: Prabir Jha, Vijay Ramachandran, Vijay Sethi, Arun Gupta, Rajeev Jorapur, and Jagdish Belwal.    This 100th ClariTea Chat a year ago featured a Rapid Fire session on many things Cloud - on prem vs public cloud, exit options of SaaS/ Paas, pros and cons of consolidation, hindrances to hybrid cloud models, etc. The valuable insights are worth revisiting in this concise pdf format.    We also discussed the CDO role’s relevance in present time.    Share your thoughts on these views by commenting below.      #jc1stprinciples #jcinsights #ClariTeaChat    

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What happens when you have BoB sessions for your ideas to convert I-2-I for future Growth Opportunities ? The ideas need a bounce-off-board (BoB) in a relaxed environment wherein the ideas are challenged via asking powerful questions to make it more sharper so that there is shortest path to success in converting ideas-2-invoice (I-2-I). Today, I had a privilege to have one such BoB session for I-2-I with our partner Ramshankar C S for growth opportunities for Maxbyte Technologies ! ………. BoB at a coffee shop! And yes I have lost weight 😊. #partnership #growthopportunities

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We all want GenAI, agentic human like intelligent automation across enterprise functions. But at what cost ? Is this hype only for productivity so that humans will need to do less of what we do today ? Or should GenAI accelerate 'save the world' kind of actions that humans have given up on, given the ROI of energy consumption stacks up. Should our AI aspirations draw selfishly from our next generation reserves ? Every LLM query consumes energy that could light up a bulb for 20 mins. GenAI will create 40% higher energy demand in the next decade than without it. Meta is running moldes on 100k+ H100 Nvidia chipsets, but should they be proud of it or concerned ? First industrial revolution deserved the fossil fuel as the end was not visible then and the climate threat was unknown. Now it is entirely different world, we must do double for environment before we consume energy for greed of growth and profit. Amazon, Meta, Google all buying and producing nuclear energy to justify the LLM model builds and trainings, the reasoning intelligence to get closer to illusive AGI. But nuclear is not green and then the capacity must be fed to main supply grid as opposed to data centre AI racks. Personal arc reactors is not a sustainable model. Should we not mandate double quantum of green energy feed first to the grid and then allow to consume additional power for AI aspirations ? AI be sustainable and responsible!

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Interesting notes on executive compensation from Deloitte's 2024 India executive performance and rewards survey report. Noticed a related discussion on ET TV. According to Deloitte report site, their survey covers information from over 400 companies across all major sectors. In general, executive compensation continues to grow, and evolve fast with the market. Senior leadership roles come with much higher complexity, risks, stress and decreasing tenure. All the more reason for CEOs to have sounding boards and coaching opportunities. According to a Mint analysis of data from the past decade (2020), a CEO or MD of an average BSE 500 company stayed in the role for 3.4 years. Fewer than half of Indian CEOs completed three years in office. The tenure varied with industry and women were underrepresented. The global average for the world’s largest 2500 companies during 2004-18 was 5 years (PwC study). Regarding age, "in NSE-500 companies, a typical Indian CEO today is 57 years old (roughly similar to Fortune-500 firms, where the average age of the top executive is 57.7 years). For the mid and small sized companies, the average age of CEOs comes down to about 50-52 years." Notes from the Deloitte 2024 report: * About 45% of S&P BSE 200 companies (excluding PSUs) witnessed a change in their CEO incumbent over the past five years.  Almost six of every 10 new CEOs have been internal promotions. Amongst homegrown CEOs, business heads or CEOs of other group/parent companies were chosen to be the successors. In case of external hires, 81% of the new external CEOs were sourced from the same sector. * About 3 of every 4 CEOs in India now earn more than INR 5 crore [approx. USD 596,000]. * Faster increase in promoter CEO compensation compared with professional CEOs. * Average CEO compensation in India stands at INR 13.8 crore [USD 1.6 million], up 40 percent compared with pre-COVID times. * Fixed pay for promoter CEOs now constitutes over half of the total pay. For professional CEOs, pay-at-risk (Short Term Incentives + Long Term Incentives) is much higher at 57 percent of the total pay. * Companies assess CEO performance holistically but largely link only financial performance to incentives.  * The prevalence of stock options or ESOPs dropped from 68% to 49% over the past five years despite more companies using LTI. Larger companies with more mature compensation practices are adopting performance shares faster, in line with global best practices. * The wide gap between median and average CEO compensation [INR 9.3 crore versus INR 13.8 crore] indicates the wide range of compensation numbers and some outliers on the higher end. * After the CEO role, COO and CFO roles continue to command the highest compensation premiums (followed by CHRO role). References: * Old is gold, but new-age cos...; Feb 6, 2024 * The average Indian CEO lasts less than 4 years...; Mint, Updated Oct 2020 * Deloitte 2024 Executive...Rewards Survey Report; Apr 2024

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🎙️ Recently, I had the privilege of speaking at a dynamic webinar series organized by a group of accomplished IIM graduates. It was an incredibly rewarding experience to engage in brainstorming sessions with these talented young professionals and mentor them on management consulting and business strategies. Here are some of the key questions we addressed: - How to kickstart your consulting career post-MBA? - What skills are essential, and how do you effectively showcase them in an interview? - How to build a compelling and ATS-compatible resume? - How to be most effective in an interview and align your previous experience with the role you're applying for? - How to solve a business case and leverage consulting frameworks? Off-campus opportunities - how to find and prepare for them? During our discussions, we explored some critical topics essential for anyone aspiring to excel in the consulting field. If you want to connect and brainstorm together- I am happy to connect, please feel free to email or connect with me on LinkedIn. Here is the link for any 1:1 sessions- https://lnkd.in/dwdS5keV #MBA #Consulting #CareerAdvice #BusinessStrategy #ResumeTips #InterviewPreparation #IIM #ManagementConsulting #campushiring #placement #jobsearch #mentor

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𝗔𝗺𝗽𝗹𝗶𝗳𝘆𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗦𝗮𝗹𝗲𝘀 𝗜𝗺𝗽𝗮𝗰𝘁: 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗲𝘀 𝗳𝗼𝗿 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗦𝗮𝗹𝗲𝘀 𝗖𝗼𝗮𝗰𝗵𝗲𝘀 𝗶𝗻 𝗜𝗻𝗱𝗶𝗮 As a digital sales coach in India, your role is pivotal in shaping the next generation of sales leaders. In a rapidly evolving market, leveraging the right strategies can make all the difference in achieving sales excellence. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗮𝗺𝗽𝗹𝗶𝗳𝘆 𝘆𝗼𝘂𝗿 𝗶𝗺𝗽𝗮𝗰𝘁: 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗗𝗮𝘁𝗮-𝗗𝗿𝗶𝘃𝗲𝗻 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗠𝗮𝗸𝗶𝗻𝗴: Utilize analytics to tailor your coaching strategies to individual needs and market trends. 𝗜𝗻𝗰𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗔𝗜 𝗧𝗼𝗼𝗹𝘀: Equip your trainees with the latest AI-driven sales tools to enhance productivity and accuracy. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲: Cultivate empathy and active listening skills to help your clients build stronger relationships with their customers. 𝗔𝗱𝗮𝗽𝘁 𝘁𝗼 𝗛𝘆𝗯𝗿𝗶𝗱 𝗦𝗮𝗹𝗲𝘀 𝗠𝗼𝗱𝗲𝗹𝘀: Guide your teams to thrive in both online and offline environments, ensuring they can navigate the complexities of the modern sales landscape. By mastering these strategies, you can empower your clients to achieve sustained success in the digital age. What strategies have you found most effective in your coaching journey? #DigitalSales #SalesCoaching #IndiaSales #SalesStrategies #AIInSales #EmotionalIntelligence #HybridSales #SalesImpact #SalesLeadership #DigitalTransformation

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Your time is numerous uno priority and the most expensive currency for any professional barter 🙂 Hence beseech yourself always with these questions- 1. What knowledge is worth your time? 2. What engagement is worth your time? 3. Which associations are worth your time ?

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Smart , really smart #BCCI.. #BCCI is doing what many brands should have done already. 📈 Give opportunity to women cricketers. There's far more ROI and growth will be faster. 💰 PS- I am not talking about ethics here because that's a given and end of it i know very few brands use that as a parameter. but pure business wise it makes sense. #cricket #sponsorship #strategy

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𝑵𝒐𝒕𝒉𝒊𝒏𝒈 𝑳𝒆𝒔𝒔 𝑾𝒊𝒍𝒍 𝑫𝒐 ❗ What a profound learning from an actual event and so aptly picturized in the movie '83 by Kabir Khan (VC: Netflix). I have not found a better example of a "Nothing Less will do" mindset. Yes, Nothing less will do is the mindset. This is the mindset that Kapil and his devils carried throughout their World Cup triumph in 1983. #nevergiveup: It's a mindset that not only gave them the most coveted achievement of the game but also saw the seeds of "they can...." for the generations to follow. But What stops people from cultivating such a strong mindset? Let's explore. 1️⃣ Fear of Failure: Fear of failure often keeps us from pushing ourselves beyond our limits. Embrace failure as a stepping stone to success, and view it as an opportunity for growth and learning. Kapil Dev and his team embraced the possibility of failure as a part of their journey. A couple of losses never deterred them. 2️⃣ Comfort Zone: The comfort zone can be alluring, making it challenging to break free and embrace new challenges. Push yourself outside your comfort zone, as that's where true growth and progress lie. Kapil kept reminding one of his best bowlers and senior teammates not to let loose throughout the tournament. 3️⃣ Self-Doubt: Self-doubt can undermine our belief in our abilities, preventing us from pursuing audacious goals. Foster self-belief through positive self-talk, surrounding yourself with supportive individuals, and celebrating your accomplishments. Kapil Dev and Manager continued to fuel their teammates with relentless motivation. 4️⃣ External Validation: Relying too heavily on external validation can hinder the "Nothing Less Will Do" mindset. Focus on your intrinsic motivation and the joy of the journey rather than seeking constant external approval. They hardly came in awe of the superior teams, giant players and hostile media. 5️⃣ Lack of Resilience: Failures can easily bog down even the experienced and bigger ones. In the absence of resilience, it is hard to bounce back Injuries, poor performance and humiliating losses could not harm the spirit of the team, Thanks to the strong self-belief of Kapil Dev. 6️⃣ Limited Vision: A narrow vision can restrict our potential and prevent us from striving for excellence. Expand your horizons, think big, and set ambitious goals that align with your passions and values. After a couple of unbelievable wins, Kapil Dev crafted the vision, and he never allowed it to mellow down. He kept talking about it. 7️⃣ Negative Influences: Surrounding ourselves with negative influences can drain our energy and dampen our enthusiasm. Seek out positive, like-minded individuals who inspire and uplift you. Despite much negativity and scarce resources Kapil and his team continued to focus on winning the next game. Video Credit: Netflix #triumphs #selfconfidence

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As a management consultant and founder of Onewill Consulting, I draw inspiration from Navratri's vibrant energy and timeless principles. Here are 9 lessons for women entrepreneurs and leaders: Day 1: Shailaputri - Courage Embrace your inner strength and take calculated risks. Day 2: Brahmacharini - Resilience Persevere through challenges, just like the goddess's unwavering devotion. Day 3: Chandraghanta - Strategy Navigate complex situations with clarity and poise. Day 4: Kushmanda - Innovation Nurture creativity and out-of-the-box thinking. Day 5: Skandamata - Collaboration Foster meaningful partnerships and empower others. Day 6: Katyayani - Adaptability Stay agile and responsive to changing market dynamics. Day 7: Kalaratri - Resilient Leadership Lead with courage, empathy, and decisiveness. Day 8: Mahakali - Focus Prioritize goals and eliminate distractions. Day 9: Navami - Gratitude Celebrate successes and express gratitude to your network. Key Takeaways for Women in Business: 1.⁠ ⁠Trust your instincts and take bold decisions. 2.⁠ ⁠Build resilience through self-care and support networks. 3.⁠ ⁠Stay adaptable and open to innovation. 4.⁠ ⁠Foster collaborative relationships. 5.⁠ ⁠Lead with empathy and confidence. Share your own Navratri-inspired lessons in the comments! #NavratriLessons #WomenInBusiness #Entrepreneurship #Leadership #ManagementConsulting #OnewillConsulting

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This is my first Indian election as a detached observer. Distance gives a different perspective. Here are my observations Indian votes depend on whether voters value religion more than they value roti-kapda-makaan (food-clothing-housing). Some value the former more, while others value the latter more. Hand waving, travelling magicians and their IT cells have made influencing these valuations into an precise science by saying and doing precise things. Due to Indian history, the average Indian values religion more and is able to ignore challenges on roti-kapda-makaan front at times. This preference of the average Indian defines India. I think that the "milking" of this preference by politicians is not surprising. One would need to be a saint to not do it (!) and politicians are not saints. I suspect that it is this type of "milking" which will eventually reduce this preference over few more (or many) elections. Till then, this "milking" will go on. Of course one possibility is that in the interim, such "milkers" might start finding it adequate to seek and get votes on roti-kapda-makaan (due to development outcomes delivered) and not need to resort to the "milking". In that case, this preference will remain embedded in the shared psyche of India. However if the roti-kapda-makaan is not adequate, then "milking" will eventually stop working in some future election. From that time onwards, the shared psyche of India will have changed to have similar preferences to other nations. The present phase of Indian history is an inevitable phase in Indian history and a totally unsurprising phase. The suspense is not about what is going on. The suspense is about the future. Wo Subah Kabhi To Aayegi?

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Thanks for sharing the hidden story. As they say, Politics is the art of making impossible things possible, by abuse of power leveraging the System of Bureaucracy and Judiciary to good effect. Disclaimer: It us upto GOI to investigate the matter shared by this Journalist and validate the authenticity of the story, in best interests of India. We can learn lessons from past mistakes as a Nation and learn to avoid them, while making all efforts to bring back wealth that belongs to the nation.

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Its cheaper to hire FULLY COMPETENT 1/2 or 1/4 GIG CXOs and MENTORS ... then TO HIRE LESS COMPETENT CXOs, HODs, TRAINERS and CONSULTANTS (who don't have the necessary CORE COMPETENCE to deliver multiple times of their CTC as ROI on their Total CTC) due budgetary constraints and end up in decreasing Organisation's EBITDA / Total People Cost ... UpRise #competencies # competent #trainable #costeffective #gigtalent #gigresources #talenthiring #talenthunting #mentoring #coaching #training

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Pot holes, blocked drains, accidents, deaths This explains BBMP the curse of Bangalore is so highly mismanaged, it's chief Tushar Girinath ( himself down with dengue) attempting to do work with zero funds!! Where did the collected revenue go ,- normal scams would have cleared it up and the government has no money for development!! Do we need BBMP & this government? why don't they resign & go? BTW, BBMP has no elected body from 7 years to resign - democracy is in danger ⚡ Keep electing misfits & your daily walk will kill you in Bangalore. Edit : The bankrupt congress government is a pure disaster, they have raised cost of electricity, petrol, diesel, milk, now water , BBMP taxes & bus fares are on anvil.... official reason , it's very low compared to other cities!! Follow me for your daily dose of truths ❤️

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Engaging with new joiners for the first 90 days has become important for the high volume hiring organisations. Protecting the investment that was made in the hiring efforts and costs and to avoid re-hire cost, is becoming key focus. 90-day engagement automation thus may be worth exploring.

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Lately we have been witnessing a huge amount of manager bashing - it seems nothing is good enough Here's my two cents on this issue First thing - please do not try to be the Manager everyone wants you to be (like Sharmaji ka beta) - most people have unreasonable expectations from Managers, girlfriend/ boyfriend and the Government - the other two don't even try to meet the expectations - so why should Managers Be the Manager (and the person) you would be proud of 50 years later when medics are desperately trying to revive you (the way it is shown in Shivaji the Boss - Rajnikant) and your whole life flashes in front of you. Remember - each person will have their own traits and there is no one size fits all solution - but some basic traits are important 1) Be approachable and be happy to answer questions 2) There should be democratic communication within the team - if you want something to be done a certain way, clearly explain the rationale behind the thinking (and not issue arbitrary orders) - entertain new ideas - but remember - you are in charge - you should make the final decision - and don't worry about Micromanagement Police - they indict everyone (like a Chicago Grand Jury) 3) When you are wrong (or someone's idea that you rejected appears to work better) acknowledge that you were wrong and take that as a learning 4) Take full responsibility for the team's actions - equally hold them accountable (internally and not before upper management) 5) Be considerate for granting leave - but also hold the team accountable to agreed timelines - nobody should get a free pass at failing to meet timeline except genuine emergencies (which does not include the urge to watch a RCB match or go on an extempore vacation) 6) Specifically focus on the team's mental health issues (if someone is not themselves, urge them to get help and show mercy in workload) but also make sure people do not misuse mental health to get out of agreed deadlines (there is always one such smart ass) GenZ will not find this enough - but there is nothing that will be enough for them - so if they don't like this, they should try their luck elsewhere. Lol Let the bashers bash Managers - lets quietly get on with our professional lives (quiet performing) #manager #management #manage #professional #GenZ

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