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Fight it young

According to a research study report by Chestnut Global Partners India and SHRM India, chronic, and lifestyle-related health issues are growing rapidly among the so-called ‘Young India workforce’. It is predicted that by 2025, India will have more than 57 percent of the population suffering from diabetes.1 Another study by the Mental Health Foundation revealed that millennials joining the workforce felt more under pressure at work than their baby boomer colleagues, with 28 percent stating that working through stress was expected in their job.2 Arianna Huffington founded Thrive Global to eradicate stress from organizations by providing science-based solutions. In an exclusive interview with The Smart Manager, Dr Marcus Ranney sheds light on workplace stress for millennials and how organizations can enhance productivity by prioritizing individual
well-being.

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Entitlement, a millennial problem?

“It’s easy to measure diversity: It’s a simple matter of headcount. But quantifying feelings of inclusion can be dicey. Understanding that narrative along with the numbers is what really draws the picture for companies.”*
What is the true measure of inclusivity, especially when multiple generations are at work? How can businesses stop lamenting over the lack of sameness and start leveraging the strength of differences?

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Dive deep

‘Generation gap’ has always been a hard reality. It is then intriguing why there is so much talk only about millennials. Perhaps, because the differences are more stark—globalization, technological advancements, and social media have shaped their minds and lives in a totally different manner. Unfortunately, many organizations fail to understand and accept this. They perceive millennials as a puzzle and while attempting to engage them, try to fit them into the straitjacket of an old order. As Dr Debashish Sengupta points out, understand the core of Ys before engaging them.

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Break down barriers

In You Can’t Google It! The Compelling Case for Cross-Generational Conversations at Work, Phyllis Weiss Haserot writes, “I have seen tensions, frustrations, misunderstandings, disconnects and unnecessary divides develop among age cohorts at work. And it’s unnecessary, avoidable, and costs organizations money, talent, and clients/customers.”
Organizations should promote and foster cross-generational communication as it is key to productivity and profitability.

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Innovation is not everything

Companies often engage in quick fixes in a bid to be seen as innovative. While this may bring in short-term value, failing to focus on the long term could erode their most valuable moat—the brand. Hap Klopp explains why a brand’s story is not just about its logo or taglines. It is the combined accumulated impact of every aspect of the business, authoritatively unified under imaginative but single-minded direction.

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Beyond the blame game

In an article in The Guardian, Stephen Hawking wrote, “The automation of factories has already decimated jobs in traditional manufacturing, and the rise of artificial intelligence is likely to extend this job destruction deep into the middle classes, with only the most caring, creative, or supervisory roles remaining.”* Here, the author holds a slightly contrarian view, explaining how AI would create more jobs, than rather eliminate them, and why human insight would remain crucial to success.

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Building invicible brands

The average selling price of an iPhone is $500 more than the pricing for its chief competitor Samsung, according to research by Canaccord Genuity, making Apple earn over 90 per cent of the profits in the smartphone category and rack up a cash hoard on its balance sheet.*

What makes customers choose a product over others despite its high price? It is, in most of the cases, directly influenced by the brand’s thorough understanding of the customers’ changing preferences

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Customers as a moat

The idea of the ‘economic moat’ is a tempting one. What senior management team would not like to have a foolproof set of defences, a source of competitive advantage so strong as to make the company invulnerable to competition? Everyone is looking for their moat. The problem is, most of us are looking in the wrong places.

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Diversity matters

The Thomas-Kilmann Conflict Mode Instrument identifies five types of bargaining styles—competing, collaborative, compromising, avoiding, and accommodating—based on different personality types. Likewise, stakeholders could have different buying styles too; customize your communication strategy while negotiating with them.

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Why do negotiations fail?

A cursory glance at any daily publication throws up news of umpteen ‘negotiations’ going on in the social, geopolitical, and business spheres. But not many lead to positive results for either player because often people plunge into it without exercising any degree of pragmatism. Poor ground work, abysmal levels of trust, and sometimes even ego stand in the way of engineering the best outcome.

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