Here is the October e-news. This was the month when some of my colleagues on the 23rd floor of Plaza Sentral experienced an earthquake that shook Sumatra and rendered thousands homeless. While we are thousands of miles away, we still could experience the tremors for at least 20 seconds. My colleagues in a bizarre state got into the elevators and dashed out. They quite forgot that it is a cardinal sin to take the elevator in the midst of an earthquake. Here is this month’s e-news:

Here is this month’s e-news:

I re read the book by Rummler as part of a training session I was conducting for our consultants. The performer is almost always going to be the default cause of poor performance even in the eyes of enlightened management holds true. The fact that training and performance is often a small piece of a large jigsaw puzzle is forgotten. And, when we consider performance, we lose the focus on performance but pinpoint the causes of poor performance to the performer. Rummler is persuasive that factors that impact results go far beyond individual performance. The performer is often a small piece of the ultimate formula required to improve results. He says put a performer in a bad system and the system wins all the time. The fact that improvement can come from other sources and not just from people leads us to the fact that there are three levels of performance:

• Organisational level
• Process Level
• Job Level

Unless the three levels are aligned, we will have difficulties in improving performance. And, serious performance consulting is all about being committed to improving measurable results and being solution neutral. For more details please email me drpalan@smrhrgroup.com

There are so many labels out there. A players, B players and C players. The War for Talent emphasised the need to focus on A players – the STARS who create great value. They remain a minority in line with the laws of human nature that excellence will always be a minority. While these STARS who create great value for the organisation are needed, there is no need to make it a case of the BEST versus the REST. The B players who form the majority in an organisation are employees who may not be STARS but are still making a contribution as opposed to C players who are just having a job.

I will be presenting a Competency Model and a Leadership framework for Leading B Players as the ultimate goal is to improve productivity and performance. For more details please email me drpalan@smrhrgroup.com

I have always been aware of the six degrees of separation that simply means I can connect with anyone through a maximum of six people. The Six Pixels of Separation is a must read book. Mitch Joel integrates digital marketing, social media, personal branding and entrepreneurship in a very simple and easy to understand manner.

He shares how we can get our voice out there, connect with others, and become better
Community members and gain success. Going from degrees to pixels makes sense.

I am on LinkedIn, Plaxo, Google Groups and blogging; do connect with me through www.palan.org