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A Tribute To Steve Jobs - Todays Manager

2011-10-05T21:24:00.000-07:00

You've got to find what you love,' Jobs Says......

Steve Jobs delivering his commencement speech to the graduates of Stanford University in 2005.

I am honored to be with you today at your commencement from one of the finest universities in the world. I never graduated from college. Truth be told, this is the closest I've ever gotten to a college graduation. Today I want to tell you three stories from my life. That's it. No big deal. Just three stories.

The first story is about connecting the dots.

I dropped out of Reed College after the first 6 months, but then stayed around as a drop-in for another 18 months or so before I really quit. So why did I drop out?

It started before I was born. My biological mother was a young, unwed college graduate student, and she decided to put me up for adoption. She felt very strongly that I should be adopted by college graduates, so everything was all set for me to be adopted at birth by a lawyer and his wife. Except that when I popped out they decided at the last minute that they really wanted a girl. So my parents, who were on a waiting list, got a call in the middle of the night asking: "We have an unexpected baby boy; do you want him?" They said: "Of course." My biological mother later found out that my mother had never graduated from college and that my father had never graduated from high school. She refused to sign the final adoption papers. She only relented a few months later when my parents promised that I would someday go to college.

And 17 years later I did go to college. But I naively chose a college that was almost as expensive as Stanford, and all of my working-class parents' savings were being spent on my college tuition. After six months, I couldn't see the value in it. I had no idea what I wanted to do with my life and no idea how college was going to help me figure it out. And here I was spending all of the money my parents had saved their entire life. So I decided to drop out and trust that it would all work out OK. It was pretty scary at the time, but looking back it was one of the best decisions I ever made. The minute I dropped out I could stop taking the required classes that didn't interest me, and begin dropping in on the ones that looked interesting.

It wasn't all romantic. I didn't have a dorm room, so I slept on the floor in friends' rooms, I returned coke bottles for the 5¢ deposits to buy food with, and I would walk the 7 miles across

town every Sunday night to get one good meal a week at the Hare Krishna temple. I loved it. And much of what I stumbled into by following my curiosity and intuition turned out to be priceless later on. Let me give you one example:

Reed College at that time offered perhaps the best calligraphy instruction in the country. Throughout the campus every poster, every label on every drawer, was beautifully hand calligraphed. Because I had dropped out and didn't have to take the normal classes, I decided to take a calligraphy class to learn how to do this. I learned about serif and san serif typefaces, about varying the amount of space between different letter combinations, about what makes great typography great. It was beautiful, historical, artistically subtle in a way that science can't capture, and I found it fascinating.

None of this had even a hope of any practical application in my life. But ten years later, when we were designing the first Macintosh computer, it all came back to me. And we designed it all into the Mac. It was the first computer with beautiful typography. If I had never dropped in on that single course in college, the Mac would have never had multiple typefaces or proportionally spaced fonts. And since Windows just copied the Mac, it's likely that no personal computer would have them. If I had never dropped out, I would have never dropped in on this calligraphy class, and personal computers might not have the wonderful typography that they do. Of course it was impossible to connect the dots looking forward when I was in college. But it was very, very clear looking backwards ten years later.

Again, you can't connect the dots looking forward; you can only connect them looking backwards. So you have to trust that the dots will somehow connect in your future. You have to trust in something — your gut, destiny, life, karma, whatever. This approach has never let me down, and it has made all the difference in my life.

My second story is about love and loss.

I was lucky — I found what I loved to do early in life. Woz and I started Apple in my parents garage when I was 20. We worked hard, and in 10 years Apple had grown from just the two of us in a garage into a $2 billion company with over 4000 employees. We had just released our finest creation — the Macintosh — a year earlier, and I had just turned 30. And then I got fired. How can you get fired from a company you started? Well, as Apple grew we hired someone who I thought was very talented to run the company with me, and for the first year or so things went well. But then our visions of the future began to diverge and eventually we had a falling out. When we did, our Board of Directors sided with him. So at 30 I was out. And very publicly out. What had been the focus of my entire adult life was gone, and it was devastating.

I really didn't know what to do for a few months. I felt that I had let the previous generation of entrepreneurs down - that I had dropped the baton as it was being passed to me. I met with David Packard and Bob Noyce and tried to apologize for screwing up so badly. I was a very public failure, and I even thought about running away from the valley. But something slowly began to dawn on me — I still loved what I did. The turn of events at Apple had not changed that one bit. I had been rejected, but I was still in love. And so I decided to start over.

I didn't see it then, but it turned out that getting fired from Apple was the best thing that could have ever happened to me. The heaviness of being successful was replaced by the lightness of being a beginner again, less sure about everything. It freed me to enter one of the most creative periods of my life.

During the next five years, I started a company named NeXT, another company named Pixar, and fell in love with an amazing woman who would become my wife. Pixar went on to create the worlds first computer animated feature film, Toy Story, and is now the most successful animation studio in the world. In a remarkable turn of events, Apple bought NeXT, I returned to Apple, and the technology we developed at NeXT is at the heart of Apple's current renaissance. And Laurene and I have a wonderful family together.

I'm pretty sure none of this would have happened if I hadn't been fired from Apple. It was awful tasting medicine, but I guess the patient needed it. Sometimes life hits you in the head with a brick. Don't lose faith. I'm convinced that the only thing that kept me going was that I loved what I did. You've got to find what you love. And that is as true for your work as it is for your lovers. Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle. As with all matters of the heart, you'll know when you find it. And, like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don't settle.

My third story is about death.

When I was 17, I read a quote that went something like: "If you live each day as if it was your last, someday you'll most certainly be right." It made an impression on me, and since then, for the past 33 years, I have looked in the mirror every morning and asked myself: "If today were the last day of my life, would I want to do what I am about to do today?" And whenever the answer has been "No" for too many days in a row, I know I need to change something.

Remembering that I'll be dead soon is the most important tool I've ever encountered to help me make the big choices in life. Because almost everything — all external expectations, all pride, all fear of embarrassment or failure - these things just fall away in the face of death, leaving only what is truly important. Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart.

About a year ago I was diagnosed with cancer. I had a scan at 7:30 in the morning, and it clearly showed a tumor on my pancreas. I didn't even know what a pancreas was. The doctors told me this was almost certainly a type of cancer that is incurable, and that I should expect to live no longer than three to six months. My doctor advised me to go home and get my affairs in order, which is doctor's code for prepare to die. It means to try to tell your kids everything you thought you'd have the next 10 years to tell them in just a few months. It means to make sure everything is buttoned up so that it will be as easy as possible for your family. It means to say your goodbyes.

I lived with that diagnosis all day. Later that evening I had a biopsy, where they stuck an endoscope down my throat, through my stomach and into my intestines, put a needle into my pancreas and got a few cells from the tumor. I was sedated, but my wife, who was there, told me that when they viewed the cells under a microscope the doctors started crying because it turned out to be a very rare form of pancreatic cancer that is curable with surgery. I had the surgery and I'm fine now.

This was the closest I've been to facing death, and I hope it's the closest I get for a few more decades. Having lived through it, I can now say this to you with a bit more certainty than when death was a useful but purely intellectual concept:

No one wants to die. Even people who want to go to heaven don't want to die to get there. And yet death is the destination we all share. No one has ever escaped it. And that is as it should be, because Death is very likely the single best invention of Life. It is Life's change agent. It clears out the old to make way for the new. Right now the new is you, but someday not too long from now, you will gradually become the old and be cleared away. Sorry to be so dramatic, but it is quite true.

Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma — which is living with the results of other people's thinking. Don't let the noise of others' opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.

When I was young, there was an amazing publication called The Whole Earth Catalog, which was one of the bibles of my generation. It was created by a fellow named Stewart Brand not far from here in Menlo Park, and he brought it to life with his poetic touch. This was in the late 1960's, before personal computers and desktop publishing, so it was all made with typewriters, scissors, and polaroid cameras. It was sort of like Google in paperback form, 35 years before Google came along: it was idealistic, and overflowing with neat tools and great notions.

Stewart and his team put out several issues of The Whole Earth Catalog, and then when it had run its course, they put out a final issue. It was the mid-1970s, and I was your age. On the back cover of their final issue was a photograph of an early morning country road, the kind you might find yourself hitchhiking on if you were so adventurous. Beneath it were the words: "Stay Hungry. Stay Foolish." It was their farewell message as they signed off. Stay Hungry. Stay Foolish. And I have always wished that for myself. And now, as you graduate to begin anew, I wish that for you.

Stay Hungry. Stay Foolish.

Thank you all very much
via http://news.stanford.edu

Developing Allies At WorkPlace

2011-01-14T13:14:00.000-08:00

As a Manager you would have certain goals to achieve, this could in terms of individual performance or your teams performance etc.

Anyone and everyone who can help you achieve your objectives are your potential allies. An ally is an associate who provides assistance, advice, friendship and support your views and causes. Alliances are build over positive relationships and building a strong relationship takes time and active efforts.

Some basic steps that one could follow to build Allies at Workplace.

a. Interest Based Relational Approach : Look for common interests between your allies. Spend time with your allies talk on common interest areas, be available to listen to them, respect their point of view that may be different from your own.

Treat your allies as equals. No matter their position within your organization, all people are equal; they just have different jobs

b. Be an Ally First : There is an old saying "A problem shared is a problem halved". Try to be supportive to your potential allies in the workplace and it's worth giving at least a small amount of your time available to help your allies out when they need help.

c. Construct Trust : Trust forms the foundation for any Alliance. When trust exists in a relationship, almost everything else is easier and more comfortable to achieve.

Alliance-building is a delicate and in some way a time consuming process, But, if you want to accomplish your goals you must have allies at work.

P.S.: You can find allies in unexpected places too.

People Management and Managing Expectations

2010-09-25T19:43:00.000-07:00

An expectation is a mental prediction of what will happen in the future. Every employee in any organisation has certain expectation and some of these expectations could also be the key motivator for the individual.

If what actually happen matches or exceeds employees expectation we experience positive emotions such as satisfaction, joy, surprise, or gratification. If, on the other hand, what occurs is different from what an employee expected or is less than what we expected, we experience negative emotions such as disappointment, anger, or frustration.

If you are in a people management role, managing expectations of your team members along with managing expectation of your superiors plays a important role. By focusing on the earlier one you can be really sure of delivering on the later.

One of the key expectations is Promotions within the organisation.
Unrealistic Employee Expectations for Rapid Promotions : If you have some potentials individuals who has a strong expectations on promotions, to preserve their commitment and motivation these individuals need a clearly defined career development plan from your end. A positive step would be to acknowledge and recognize his/her ability, and communicate that they have potential to move up through the ranks—but at a steady pace as their skills and experience develop. A good career development plan when shared with the potential individual is a work towards the employees taking responsibility for their own professional development.

A good career development plan needs to expose the individual to the challenges he would come across in his future role. This also keeps the focus of the individual on developing the skills they need to move up through the ranks.

Remember : Expectations are – simply put – the building blocks and the breaking points of everything in life.

Other Related Articles:
SIX HIDDEN MOTIVATORS
HOW TO HANDLE UNMOTIVATED EMPLOYEE
GETTING YOUR POINT ACROSS CLEAR

3 Golden Rules to Increase Productivity

2010-09-11T20:19:00.000-07:00

In todays times our work-life is fast-paced and demanding than ever. And it’s draining us — emotionally, physically and mentally. With much focus on individuals performance and results, efficiency and productivity seems to be the buzz word in many organisations. Faced with company downsizing and concern about self job security individual employees many a time fear the terms like 'being more productive'.

If you are a manager or in a leadership role in an organisation you would surely expect to increase efficiency and productivity of individual employee (including yourself) to overall improve the final results or to meet the team goals/targets.

Self Management : Step one is retrospect, one need to realize how much time one wastes during the workday. One can’t manage time, one can only manage self. We can manage what we do within the time we have. One can eliminate any distractions at workplace, prepare todo list, focus on result-oriented activities and prioritize tasks at hand.

Office Work Environment : Happiness at work is the top productivity booster. Happy people work better with others, they fix problems instead of complaining about them. They are more optimistic and have more more energy and are therefore more efficient at everything they do.

Setting Clear Goals to achieve : Pareto’s law states that 80% of the outputs result from 20% of the inputs. This means that 20% of our actions result in 80% of the results. We must find the 20% that is creating the 80% of our desired outcomes and focus solely on those activities.

There are many things that go into having a successful career including being able to increase productivity when it is called for.

Tips for conducting good performance appraisals

2010-09-05T07:06:00.000-07:00

If you are responsible for managing other people, you will be likely to conduct performance appraisals for your team. A performance appraisals gives an opportunity to review your employees’ past performance, plan their future work and role within the organization, and mutually agree on specific goals.

Ideally performance appraisals should be done on a timely manner giving timely feedback to the employee and it should not be a once in a year affair.

As a appraiser or the manager the onus is more on you how you conduct the appraisal review, be it for good performers or be it for average or bad performers. The three basic guideline before conducting an review is

a. Be Prepared - with actual performance data of the individual. It could be benchmarked against what was expected from the individual in the past months. If your don't have relevant data to support don't complete go by gut feeling, give the employee the benefit of doubt (and you start working on a process to collate such data in future)

b. Be Honest - Fairness is the bare essential, you need to be very honest and unbiased on the feedback you give to the individual. your honesty would surely help to maintain the motivation level of the employee.

c. Be Calm - While giving honest feedback there could be some hot discussions, but ensure to keep your calm and stick to the problem rather than the individual. Always take a forward-looking approach.

A performance appraisal is necessary from time to time to help both employees and employers. Hence, both parties need to understand why this evaluation must occur and how it can change them for the better. In case you have individual with not so good performance the onus is alos on the manager to provide guidance and regular feedback to help the individual improve.

Also remember the individual performance would have some impact on your performance too, so its always advicable to work jointly to improve.

Frequent Job Interview Questions - Series I

2010-08-16T13:27:00.000-07:00

Once you have been selected for a job interview, it's important that you prepare well. The job interview preparations includes practicing interview questions and answers. In one of my previous articles i have answered some of the most common DIFFICULT interview questions, here i would provide you with a list of standard questions that you could come across during an interview.

This would help you to prepare your own response and answers to these questions.

The top 20 Interview Question List.

1. Why are you applying to work here?
2. What has been your greatest accomplishment so far ?
3. What major challenges and problems did you face? How did you handle them?
4. Why are you leaving your job?
5. What were your expectations for the job and to what extent were they met?
6. Describe a decision you made that was unpopular and how you handled implementing it.
7. Have you gone above and beyond the call of duty? If so, how?
8. Have you handled a difficult situation with a co-worker? How?
9. Tell me about how you worked effectively under pressure.
10. What is your greatest weakness?
11. What is your greatest strength?
12. How do you handle stress and pressure?
13. How would you describe yourself?
14. What motivates you?
15. Why should I hire you?
16. What do you see yourself doing five years from now?
17. Describe the relationship that should exist between a manager and employees.
18. Tell me about yourself?
19. How do you evaluate success?
20. What did you like or dislike about your previous job?

Feel free to answer any of these questions via comments below..

The Basics of Succession Development

2010-08-15T03:29:00.000-07:00

In one of my previous article i had written about Importance of leadership in an organisation. As a leader one has to ensure having an effective succession development plan in place. A good succession plan equips companies to handle such career progressions throughout their organization while ensuring that the performance and productivity of their organization does not take a backseat. Now lets try to understand what exacty is this succession development or succession planning.

Succession development is an ongoing process of identifying future leaders in an organisation and developing them so that they could move into the next leadership roles. A well thought-out succession plan is vital to the success of the organization because the individuals identified in the plan will eventually be responsible for ensuring the company is able to tackle future challenges.

These "high potential" candidates must be carefully selected and then provided training and development that gives them skills and competencies needed for tomorrow's business environment.

Here are a few simple steps to help guide you in developing your Succession plan.

1. Analise your key roles and duties - Identify what are the business critical tasks you do and also what skill set you have.

2. Identifying the potential Leader from an existing Talent Pool - remember the selection needs to be based on who has the best potential for being successful as he new leader

3. Mentor the potential Leader - Develop a time bound training program to mentor and clearly define roles, responsibilities and expectations so everyone is on the same page.

4. Let Them Lead While You Still Can - Letting go is a difficult thing to do but to ensure your company’s future. Empower your successor to make management decisions, and learn from their mistakes while you are still there to coach them through the transition.

Do share in your views and experiences about succession development

3 Golden rules for conducting effective meetings

2010-07-23T21:16:00.001-07:00

Meetings are generally unpopular as they take up lot of time-- and usually time of many people. However meetings can be productive when they are well-run. Below i am sharing the 3 golden rules that would help you to conduct an effective meeting. The PAT-CAM method can be very useful.

1. The PAT approach : PAT stands for Purpose, an Agenda and a Timeframe. One should be able to very clearly define the PAT for a meeting before planning a meeting. This should be the guiding factor for any meeting. If you do not have a PAT, suggest not to call a meet in the first place. In some case if required share the Agenda to the participants in advance so that they are in the right mind set when attending the meet.

2. Right people & Time allocation : Take some time to ensure you call the right people for the meeting based on the Purpose and Agenda. A meeting is of no use if you discuss you agenda to the wrong guys. Secondly meeting time play a very important factor for an effecting meeting out come. Very prolonged meet or a very brief meet might not yield the desired result.

3. The CAM approach : CAM stands for Conclusions, Action on and Minutes to all. Wrap up the meetings with a clear statements summarising the key points of the meeting discussion. This summary help everyone to be focused on specific points/areas. This summary could also mention the Action On points. Action on - points is nothing where one has allocated some action points on some participants. The Action On summary helps the individual to be alert on the next step action required at his end.

Sharing of minutes of the meeting is also very crucial for and effective meeting. Ensure to document the key points discussed, conclusions and the action on points as the minutes of meeting and then share the same to all the participants as soon as possible.

I believe if you follow this 3 golden rules, all you meeting would be effective and productive..

Practical Techniques for Effective Time Management

2010-05-22T22:00:00.000-07:00

Time is a unique and a very precious resource that you need to keep in order to do your work effectively , to accomplish your goals, to spend time with your loved ones. If you become a good time manager, you’ll not only get a lot more done in less time, but you’ll feel more relaxed, focused and in control of your life.

How often do you find yourself running out of time? Weekly, daily, hourly? For many managers and employees alike, it seems that there's just never enough time in the day to get everything done. Well here I would like to share you some simple and practical techniques for leveraging your time effectively.

Method 1 : ABC analysis :-

It is one of the simplest and oldest methods usued by many managers to effectively leverage their daily tasks and time. This method is more effective to achive you day to day goals and complete you daily tasks.

On a daily basis before you begin your work, list down all the tasks/activity to ought to complete or the day

Now grade each of these tasks basis the below ABC matrix.

* A – Tasks that are perceived as being urgent and important at that point of time.
* B – Tasks that are important but not urgent at that point of time
* C – Tasks that are neither urgent nor important at that point of time
Once done, the priorities are very clear that to complete amm the As first, then Bs and then Cs.
If you start practicing the above you would soon know what is important is seldom urgent and what is urgent is seldom important.

Method 2 : Effort Impact - Matrix Method :-

When you want to achieve a particular goal by end of the day or by end of the week, for which have to complete certain tasks or activities an Effort - Impact Matrix can be of good help. Its a simple diagramming technique that helps you choose which activities to prioritize (and which ones you should drop) if you want to make the most of your time and opportunities. Below is the matrix diagram.

For each tasks you have two questions. 1. How much impact would completing this task have on the overall goal ? 2. How much effort do I have to put in to execute this task ? Accordingly you can allocate each of your task in to the below diagram slots, and make an informed decision to re-prioritise the task.

Method 3: Be Organised :-

This is the golden thumb rule of effective time management, The better you are organised the faster you can retrieve information/data and complete your task. In the forthcoming articles i would be writing on how can one be well organised, will also share some easy tools available and some best practice sharing..

Now that you know these methods, its now more important to practice them in your work place on a daily basis. Remember : The essence of time management is to set priorities and then to organize and execute around them.

Other relevant articles :
Effective Delegation - a critical survival skill

Salary Negotiation during a job interview

2010-04-17T21:28:00.000-07:00

In my previous article i had written about some of the most difficult questions that one can face in an interview. In response to this article i had received questions on salary negotiation during an interview, so thought of sharing some do's and must do's and don't on salary negotiations during an interview.

Salary compensation is an very important factor, infact in many cases it could be the sole factor in the decision making process. So when participating an interview one has be really prepared in all sense to achieve the financial objective.

Remember when you looking at your compensation goal the employer's position is that your pay would based on the relative value you bring to the new organization and the current market rate for the job you're doing. So ensure to do some research on your industry standard compensations, by this you could actually know your net worth.

On an interview one can face questions like below...
What is your salary requirement? Or We are prepared to offer you X amount for salary, will you accept this offer ? So be prepared to handle these kinds of questions.

Some sample answers could be.. It is my understanding that the pay range for this position could be between XXK-XXK. Due to my experience and qualifications I would be comfortable within a range of XXK - XXK.
The negotiation itself is a careful exploration of your position and the other person’s position, with the goal of finding a mutually acceptable line.

For more tips on salary negotiation and the dos and don'ts, download the pdf material from the below links.
Link 1 (via Ziddu)
Link 2 (via easy-share)

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2010-04-17T09:40:00.000-07:00

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2010-04-17T08:59:00.000-07:00

Dear Reader,

This blog is for the purpose of disseminating information for educational purpose only. All articles on this blog are made available for readers after researching the internet to validate the accuracy of the contents. We take great care to provide information which could be consider as guidance to all TodaysManagers Blog readers.

However, we do not guarantee, and accept no legal liability whatsoever arising from or connected to, the accuracy, reliability or completeness of any material contained on this web site or on any linked site. moreover if you find any article to be objectionable and want it to be removed.. just contact me via email and we would do the needful

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Most common difficult question in an Interview - answered

2009-12-21T20:12:00.000-08:00

A Job interview could be one of the most difficult and stressful events if not adequately prepared. Even if you’ve perfected your pitch and learned to summarize your accomplishments in a compelling and concrete way, interviews can go really wrong if you get the questions that you never expected, especially for those who are relatively new to them.

A candidate will obviously want to make the best possible impression to enhance his or her chance of getting the job. The interviewer aims to learn as much about the candidate as possible so the correct hiring decision is made.

In an interview obviously there would be some difficult questions asked, to analyse your immediate response, confidence in responding, body language etc.. So it would be a better idea to know some frequently asked difficult questions in an interview.

In this article i have also tried to provide some difficult questions and hypothetical answers to these questions..

The first four are most common questions.
1. What is your greatest strength
2. What are your weakness ?
2. What motivates you to work ?
3. Why are you leaving your current job?

Here i have tried to respond these questions with some hypothetical answer. click the below links to download the pdf document to read the answers.

Download Link 1 - via easyshare
Download Link 2 - via Ziddu

Or alternatively drop me an email Or comment your email address & i would email you directly..

In the next article i will try to present some more situational difficult questions and sample answers.. these are questions are like
Have you ever worked with someone you didn't like? If so, how did you handle it?
Tell me about a time that you misjudged a person, and how did you maintain your professional relationship. etc...

Handling Conflicts at Workplace - Simple Steps to Resolve

2009-12-14T18:48:00.000-08:00

Lets begin by understanding why conflicts arise at workplaces. A workplace is place where people work together to achieve a common goal or objective. In the process of achieving these goals different people would have different points of views. This difference can lead to conflicts at the workplace.

Traditionally we all believe conflicts are bad and should not happen, but the fact is conflicts are inevitable and is bound to occur at some point of time. The method of handling these conflicts is more important and this would tell if it had been a constructive conflict. The resolving method should be such, to have a win win solution to all and this is very much possible practically.

As a manager you are responsible for creating a work environment that enables people to thrive. Disagreements and differences of opinion should not escalate to become interpersonal conflict. Well managed conflict can lead us to acquire new ideas, learn something about ourselves and gain fresh insights. Learn painful lessons and move forward wiser and empowered.

Simple steps to follow when you handle a conflict
1. Always keep people and the problems separate.
2. Make sure that good relationships are your first priority.
3. Listen first and talk second.
4. Set out the “Facts” clear on the table while discussion.
5. Explore all options available to achieve the overall goal.

Do Not's ---
1. Do not avoid the conflict, hoping it will go away automatically.
2. Do not believe, that the only people who are affected by the conflict are the participants.

Remember : Conflicts are inevitable. But dealing with Conflicts and confronting them is a different ball game. If you are a Manager, one needs to learn as to how to handle conflicts and keep the work going.

Tip: You can also use the Five Why method to find the root cause of the problem.

Major Reasons for Employee Negativity

2009-12-12T23:37:00.000-08:00

There is an old saying "a chain is only as strong as its weakest link". That holds good for a team as well. As a manager you have to deliver on some goals with your team members and its of immense importance that you get positive support from all your team members. Within your team there would be people who are very positive and motivated and at least some who are not that motivated. In one of my previous article i had written on how to handle unmotivated employees, here we focusing on reasons for negativity within employees.

A teams performance can severely impacted if there is continuous negativity at the workplace among your team members. Negativity leads to low morale and low motivation on the employee. And more seriously negativity can spread rapidly if not brought under control.

As a manager you closely work with various people in your team, allowing you to keep your fingers on the pulse of the team. Keeping this proximity would help you to identify the symptoms of negativity before its morale-busting consequences damage your workplace. But first let us understand the five major reason that causes of employee negativity.

1. Continuous excessive workload on employee/employees
2. Concerns about management’s ability to lead the company/team forward successfully
3. Anxiety about the his/her own future, growth prospects, income and then retirement security
4. Lack of challenge in their work/ daily tasks, with monotonous work pattern boredom intensifies and so does frustration about work.
5. Insufficient recognition for the level of contribution and effort provided, and concerns that his/her income isn’t commensurate with performance delivered.

Now that you know the reasons of negativity within your workplace you could now work on the solving this. Its very important that you keep the negativity at bay and all the employees have a positive outlook on their work.

Subscribe To Todays Manager For Free

2009-12-12T19:19:00.000-08:00

Hi Friends,

This is Rishil. The author of 'TodaysManager' Blog. A Blog that would help take you to the next level of your career.

Hope you are finding our articles useful to enhance your managerial skills and advance your carrer. Now you can read all our articles via email. You could subscribe to Todays Manager Blog by typing in the email address below and then confirm on our acknowledge email. Its simple and its totally free.
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Just To Share :
Our aims is to be a 'must read blog' for all Managers. We bring you articles on various categories like Effective Communication, Change Management, Problem Solving, Team Motivation etc...
Our Key USP is all our blog articles are very crisp and to the point. These are not elaborate theory material. So everything can be practically implemented.

Currently We have and the count is gradually increasing..

If you would like to know more about us, you are most welcome.

Wishing All Todays Manager Readers Happy Deepavali

2009-10-16T20:57:00.000-07:00

The significance of Deepavali is the removal of darkness and ignorance from the mind and filling it with goodness and knowledge.

On this auspicious occasion wishing all Todays Manager readers a Happy Deepavali and a Prosperous New Year...

http://diwaligreets.blogspot.com/

Thank you all for sharing your valuable comments and suggestion on my blog articles, this keeps me charged up and going on. Hope in the coming times also our bonding strengthens.

Practical tips on boosting your self confidence

2009-10-13T09:26:00.000-07:00

One very important ingredient for success is your self confidence. You must have confidence in yourself first to earn the confidence and respect of others.

Lets start by understanding, what exactly is self confidence ?

Well to put is simply its a feeling of trust in one’s abilities, qualities, and judgment. A self confident person would be knowing what he is seeking, focusing on achieving that goal, resisting all distractions, and accomplishing that task aimed for.

Self confidence also helps you make the right impression on others(subordinates or superiors) . Even if your credentials (subject knowledge, skills, etc) are impressive but if your body language gives any indication of uncertainty, others would surely pick it without you consciously knowing it.

After all, most people are reluctant to back a project that's being pitched by someone who is nervous, fumbling and overly apologetic.

In this article i am sharing some easy practical tips to boost your self confidence. Building confidence is much like learning any new skill.

Here are some basic steps to follow.

1. Focus on your strengths
2. Remember your past successes
3. Planning or Preparing for Your Journey
4. Visualize your future success.
5. Repeat the cycle

All the above steps are explained in detail in the below download able PDF file.
PDF FILE - Download/Print it and keep the tips handy.

And if you really find these tips useful please do share this article to others..

Importance of leadership in an organisation

2009-09-13T00:42:00.001-07:00

What do you mean by a Leadership ? Well.. Literally put, leadership can be defined as the the capacity to establish direction and to influence and align people toward a common goal, motivating and committing them to action and making them responsible for their performances.

In today's time attracting talented people and motivating them to work effectively to fulfill the organization's goals is one of the most important activity for an organisation. Good leadership automatically attracts people and motivates these talented workers to put their talents to work on meeting the goals. So it is very apparent to have good leaders within the organisation as the quality of their leadership determines the fate of the organisation and its employees.

There is a saying " leaders are born and not made. " but i don't totally agree to this, leadership is never a finished product; it’s an ongoing process that needs continuous nurturing and refinement.

You are wrong if you think leaders are the people at the top management level only. Leadership is not restricted to any hierarchical structure in an organisation, infact leadership could happen at any level in the organisation.

Leadership is all about People, Feelings, Persuasion power & Commitment. Remember: management is all about doing things right whereas leadership is all about doing the right things.

The Fishbone Diagram Method - The Basics

2009-08-31T20:05:00.000-07:00

When a team is brainstorming on a problem there are often various opinions about the root cause of the problem. An effective method to capture these different aspects on a white board is a fishbone diagram method.

The fishbone diagram is also know as the shikawa diagram or cause-and-effect diagrams and it show the causes of a certain event.

This tools is also used during the Analyze phase of a Six Sigma DMAIC project, as the goal of this step is to identify root causes for the process problem.

Below are the steps to be followed.

1. Draw a horizontal line (central spine) near the centre of a board. The statement of the problem to the right of the central spine inside a box, which makes it look like the head of a fish.

2. Collect infomation from the participants on aspects of the problem. For the each of the main aspects, draw lines off the central spine. Aspects related to a particular main spine are then drawn off that spine. (This could be again re-categorised as the 4 Ms)

3. Set your priorities. Select the most important main spine then rank the most items drawn off that spine. Continue this process with the other main spines. You could also deep dive on each of the aspect by using the 5 Whys.

Once you have the fishbone completed, you are well on your way to understand and interpret the root causes of your problem. It would be advisable to have your team prioritize in some manner the key causes identified on the fishbone.

You can also create your own fishbone diagram online - click here to create.

Are you a MicroManager ? Check it out for yourself.

2009-08-28T21:48:00.000-07:00

What do you mean by Micromanager ? Simply put, a manager who is constantly hovering over its employees or team, repeatedly calling over, checking upon the status of the project/task.

MicroManagers has perfectly positive attributes - an attention to detail and a hands-on attitude - but all to the extreme. A Manager becomes a MicroManager either because he is control obsessed, or because he feels driven to push everyone around him to success.

Here is an example of a micromanager boss.. Does this happen to you ?

Signs of MicroManager, in general they

* Resist delegating for tasks to he subordinates
* Immerse themselves in overseeing the projects of others.
* Start by correcting tiny details instead of looking at the big picture
* Take back delegated work before it is finished if they find a mistake in it; and
* Discourage others from making decisions of their own without consulting them.

So now you know for yourself if you or your boss is a MicroManager...

Pitfalls of MicroManager...
If a manager is a micro manager, then its employee's life can be a seemingly endless misery of humiliation and frustration. Employees feel trapped and greatly stressed out when they’re over-managed.

A Micromanager also creates a barrier between himself and the employees and this also creates distrust in the work environment. Here is a video explaining the pitfalls of Micromanagement.

The DMAIC Process explained - with video tutorial

2009-08-21T19:27:00.000-07:00

You want to increase quality and profitability by reducing error and waste ? Are your current processes failing to achieve the desired goals? Are You ready to start improving your processes and existing systems ? Well where do you start ?

DMAIC could be the answer... The DMAIC process follows a systematic methodology to clarify process performance and make improvements. The DMAIC method has five steps involved namely Define, Measure, Analyze, Improve, Control.

Lets try to understand each of these steps briefly.

Define: Define is the first step in the process. A problem well stated is a problem half solved. You and your project team should clearly define what the problem is, how it impacts the business, and agree upon goals you expect the project to achieve. Here you are laying down a road map for accomplishment of the desired results.

Measure: This phase refers to the analysis of the existing system with various measurement techniques for the defects and levels of perfection that exist. Collecting the right data will enable you to base decisions on facts and reality. Also establish valid and reliable metrics to help monitor progress towards the goal. This could be the most time-consuming part of the DMAIC methodology.

Analyze: Scan the system to identify ways to eliminate the gap between the current performance of the system or process and the desired goal. The goal of the DMAIC Analyze phase is to identify potential root causes for the process problem. Apply statistical tools to guide you through the analysis. Various statistical tools are available to undertake such an analysis. I have described some of these tools on the blog aswell. The understanding of the relationship between cause and effect ican come handly to bring about any points on the table. Other tools could be 5 Whys - Root cause analysis.

Improve: The goal of the DMAIC Improve phase is to identify a solution to the problem that the project aims to address. Be creative in finding new ways to do things better, cheaper, or faster. This part involves brainstorming, selection solutions to test and evaluating the results of the implemented solutions. Use statistical methods to validate the improvement. Ultimately, the team chooses the best solutions for implementation.

Control : The objective in this phase is to ensure that the gains obtained during Improve are maintained long after the project has ended. Control planning involves collecting quality control data and verifying measurements according to a regular schedule. This ensures that processes continue to run efficiently and deliver peak performance.

This completes the whole DMAIC cycle. Although the approach is simple, it is by no means easy. However, remember the results justify the effort put in.

Below i am sharing a video explaing the whole of DMAIC process, starting with the Define phase.

The DMAIC Process - Know the basics

2009-08-21T10:30:00.000-07:00

In an organisation a work processes are just as important as the people who run it. So its very important to have the right amount of focus on work processes. Most of the Six Sigma teams use the DMAIC model for process improvement.

Simply put DMAIC is an analytical, data driven approach to eliminate weaknesses in active processes, products and services. DMAIC brings incremental improvements on subjected processes.

The DMAIC methodology includes five basic steps :
Define, Measure, Analyze, Improve and Control.

Take a look at the below video which briefs you on the basics of DMAIC. And if you are interested to continue to learn about each of the five DMAIC steps then click here.

How to Conduct a SWOT Analysis

2009-08-15T23:14:00.000-07:00

In our earlier article we understood what exactly is a SWOT analysis and how could it be helpful a tool for an organisation, here we learn how to conduct a SWOT Analysis.

To conduct a SWOT Analysis, a simple 2-by-2 grid template is used, we can call it SWOT Matrix. Each section of the grid has one of the SWOT headings ie., Strengths, Weaknesses, Opportunities, and Threats.

Now get a group or stakeholders together to brainstorm on each of these areas and list out points. Ensure all relevant points are captured in the SWOT matrix.

Here are some examples of SWOT for some organization :
SWOT for Starbucks
SWOT for a medium-sized computer store in US
SWOT for ExxonMobil

A SWOT analysis can be done for a company, on yourself(individuals), current and prospective clients.

Once your SWOT analysis is complete, the next step is to prepare a report of your findings and incorporate it into a business plan.

You could also watch the below video on how to perform one for your organization

What is a SWOT Analysis

2009-08-15T22:30:00.000-07:00

In today's times the market dynamics is changing very rapidly, accelerated by the ever changing consumer behavior and needs. To survive this situation organizations needs to be prepared and well equipped.

SWOT Analysis is a simple tool that enables to do a subjective assessment of a given situation or subject in order to make critical decisions that are related to planning and risk management. A SWOT analysis refers to the examination of a organizations Strengths, Weaknesses, Opportunities, and Threats.

By doing a SWOT Analysis one gets additional insight into the condition and potential of the business. The idea is to bring all the aspects on the table so as to use the strengths to take advantage of the opportunities ahead and minimize the harm that threats may introduce in future.

To understand more on each of the areas of S W O T ? Download this pdf copy.

In the next article we could go about learning on How to conduct a SWOT analysis, with some real examples..

You could also watch the below video on how to perform one for your organization

How can employess have Positive Outlook ?

2009-08-15T12:59:00.000-07:00

Having a positive outlook towards work and life is very much essential for everyone. "How Full is your Bucket?" theory helps us to have this positive outlook all the time.

As per the theory, each of us has an invisible bucket.

It is constantly being emptied or filled, depending on our interaction with others based on what others say or do to us. When our bucket is full, we feel great. When it's empty, we feel awful.

The book "How Full is Your Bucket" is written by Tom Rath and Donald O. Clifton. It
explains how by being nice and acknowledging others, one can not only energies themselves but also others.

Remember Passion is the fuel to motivation. So remember to identify and share your passions.

How to handle unmotivated employees

2009-08-15T03:57:00.000-07:00

As a manager you surely might have come across employees who least care, or is highly unmotivated, ever analyzed why is the individual so unmotivated ?

Here is a small video on unmotivated employee..

Generally managers conclude on the motivation level of a person basis the quality of that person's performance: poor performance means lack of motivation. But the fact is, this analysis is not completely correct. There are various factors to be analyzed before concluding on the motivation level of an employee.

Poor performance of the employee could be for various reason as well.. like

a. The employee doesn’t understand the expectations for performance

b. The employee doesn’t have the time or resources to do the job properly

c. The employee doesn’t have the time skills to meet the expectations

or d. The employee is capable of meeting expectations but isn’t motivated to do so

In one of the previous article i have shared the six hidden motivators in an individual, which could help you analyze and take action. There is one basic aspect which is to the core of motivation.. That is PASSION. Successful people around the world have always said "Passion is Fuel".

So when it comes to dealing with unmotivated or demotivated employees, the solution is to use the six hidden motivator method to find the reason behind and try to generate a positive emotional energy. An energized motivated employee could deliver high performance for you and your organization.

So remember "Passion is Fuel". Here is a quick video explaining the same.

Simple appreciation breaks mental block of unmotivated employees...It doesn't cost much to managers just to pep up their peers but goes a long way to keep the employee charged up.

About TodaysManager Blog

2009-08-15T01:49:00.000-07:00

Hi Friends,

This is Rishil. The author of this 'TodaysManager' Blog. A Blog that would help take you to the next level of your career.

At TodaysManager we bring you easy techniques and tools which would help to enhance your managerial skills. We strongly believe in best practice sharing and sharing these management techniques would help achieve your management and career objectives.

Our key USPs.
All our blog articles are very crisp and to the point. These are not elaborate theory material.
We try to provide as much video material for better understanding.
All blog material are free and can be freely shared to others.

In all our articles we take care not to deep dive in to intense theroy, as this looses the effectiveness on practical implementation. In depth details on all techniques are freely available on the web or this could be shared to you on a simple email request to me.

Why read this blog ?
As a manager, you're responsible for the results that your team produces. These results are nothing more than the aggregated behaviors of everyone who works for you. So its very much essential for an effective manager to be equipped with skills, techniques and tools to influence others behaviors for a better result. 'TodaysManager' Blog provides just those tools.

It's simple, direct, and easy to learn. Managers who adopt these tools and techniques get more effective results from their teams.

Our Aim.
Our aims to be a 'must read blog' for Today's Managers. We bring you articles on various categories like Effective Communication, Change Management, Problem Solving, Team Motivation etc...

So happy reading...

Regards,
Rishil

Quick Video on Change Management

2009-08-14T10:08:00.000-07:00

Implementing organisazational change would be more sucessfull if one understands the responses and impacts of Change. Here is a Quick video on Change Management..

Six Hidden Motivators - An Aspects of Team Motivation

2009-08-09T12:52:00.000-07:00

Motivation... a term we hear quite often. What do we relate to when we hear this term? maybe with human behavior or individual behavior due to a state of mind.

Well i believe Motivation is the art of getting people to do what you want them to do because they want to do it.

Keeping employees motivated is the key to maintaining a productive, successful business. Managers must find ways to motivate employees and make them want to live up to their full potential.

To do this effectively, managers need to understand what motivates employees within the context of their respective roles.

Individuals differ enormously in what makes them happy – for some competition, winning and wealth are the greatest sources of happiness, but for others, feeling competent or socializing may be more satisfying.

So how do we do it ? Well here are our 6 "hidden" motivators

Carefully watch this video explaining the 6 "hidden" motivators.

Also here is a PDF file explaining the Six Hidden Motivators.

Remember - By combining good motivational practices with meaningful work, the setting of performance goals, and use of an effective reward system, you can establish the kind of atmosphere and culture that you need to excel.

A 360 Degree Feedback Survey - Analysing strengths and weaknesses

2009-08-09T07:04:00.000-07:00

An organizations typically communicates in a top-down fashion, the flow of feedback is also in a similar direction where upper management gives feedback to middle-level managers and middle-level managers relays feedback to subordinates. The interactions between a manager and a subordinate impact many aspects of the workplace and employee experience at work, for example morale, commitment, job satisfaction. Hence its significantly important that the Manager too get feedback on how they are interacting with their subordinate.

360 degree feedback survey is a method and a tool by which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, subordinates and direct reports. 360 degree feedback allows each individual to understand how his effectiveness as an employee, coworker, or staff member is viewed by others.

Here is a small video of Bob - the Manager.

The feedback process gives people in the organisation an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving. Also the feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.

Nowadays these surveys happen online, where all employees of the organisation are involved. They respond to some standard survey question and their responses to the questions are recorded anonymously. The final response data is then compiled to get a complete 360 feedback.

This method of 360 feedback not only helps to measures behaviors and competencies but also provides feedback on how others perceive an employee and it address skills such as listening, planning, and goal-setting. A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness.

The survey questions differ for senior leaders and non-managers, here i am sharing some sample assessment items of a survey.

360 degree feedback sample for senior leaders (PDF Copy)
Download link 2 - via Ziddu
Download link 3 - via easyshare

360 degree feedback sample for non-managers (PDF Copy)
Download link 2 - via Ziddu
Download link 3 - via easyshare

Remember - 360 degree feedback is one of the best methods for understanding personal and organizational developmental needs and is a positive addition to your performance management system.

Effective Delegation - a critical survival skill

2009-08-05T12:01:00.000-07:00

Do you have to do everything yourself?

Well, there are only limited things you could do in limited time, however hard you work there are only so many tasks you can complete in limited working hours. Most managers don't know how to delegate. That's not really surprising, because no one ever delegated anything to them.

Assigning work to others is an integral part of getting things done efficiently. Effective delegation is actually also crucial for effective succession. The logic is simple – if they are able to rope in more brains and bodies to do the tasks, they are able to get more things done within the same time frame.

Here i have shared some more insight on the aspect of Effective Delegation. You could download the free PDF copy from here. Or

Download Link 1 - via Ziddu
Download Link 2 - via easyshare

Or watch the video below which is a Leader's Guide to Delegating

Other relevant articles :
Practical Techniques for Effective Time Management

Six Thinking Hats

2009-07-30T19:47:00.000-07:00

Six Thinking Hats is a useful technique that helps a manager to look at important decisions from a number of different perspectives helping him to analise important decisions.

When teams engage in six hats thinking they are practicing parallel thinking — everyone is using the same tool at the same time on the same challenge. This speeds up the discussion saving everyone time. Each person’s unique thinking on the challenge is included which ensures a stronger solution is implemented, supported and is well thought out.

It allows necessary emotion and skepticism to be brought into what would otherwise be purely rational decisions. It opens up the opportunity for creativity within Decision Making. The technique also helps, for example, persistently pessimistic people to be positive and creative.

Each ‘Thinking Hat’ is a different style of thinking. Check out the six thinking hat video below.

More details of the six thinking hats technique can be downloaded from here (PDF format)

Do share your feedback via comments below...

Giving positive feedbacks

2009-07-29T21:16:00.000-07:00

An important ingredient to success is Teamwork. One of the most productive things a manager can do is to make sure their people are working at the jobs they do best. A team could work to its fullest when it has motivated people in it.

Timely staff feedback plays a important role in ensuring all in the team are motivated towards achieving the goals. A manager have to provide positive and negative feedback and team members too have a right to expect it.

Below is an article which would guide you how to give positive feedback to employees.
Giving positive feedbacks

Getting your point across clear across the team - Effective Communication

2009-07-29T19:46:00.000-07:00

Effective communication is one of the important skill of a manager. Motivating a team is worthless unless you provide direction to your team. An ideal manager needs to turn that motivation toward a goal and lead the team towards it. And an important aspect of motivation is to getting your point across to the team very clear. You can't motivate people if they can't understand what you want from them. Communication skills can be improved through practice.

Below is an article which would guide you how to effectively get your point clear across. Click Here to Open. Or

Download Link 1 - via Ziddu
Download Link 2 - via easyshare

If you liked the article, please share your views/comments below

What is Six Sigma ?

2007-12-21T11:02:00.000-08:00

Many a times you might have heard of Six Sigma training. Ever wondered whats all the fuss about it. Well... it is a business process that allows companies and organisations to drastically improve their profitability. And it really works..

Everyday you go to work and have a process of getting your work done. Everyday, are, there are better ways of doing it quicker and more efficient. Quickness and efficiency equal a better product or service, a happier customer, and higher profits for your company.

Simple right?

Well in theory yes, but in reality it is quite a daunting task. Just imagine all the possible improvements that can be made.

Six Sigma is a highly controlled methodology. It demands that you choose only the very best projects that meet your company’s goals. And once they are chosen it demands that the proper resources are dedicated to it. It requires the project be put through an entire process called DMAIC (Define, Measure, Analyze, Improve, & Control).

Is it really worth it?

If given the dedication it deserves, you bet! Within an organisation it’s all about the quality with Six Sigma. Everything that you do opens up the chances for an error to sneak in. The hope of Six Sigma is to lower those chances. Here’s the breakdown:

Defects per million chances/opportunities

2 sigma = 308,537
3 sigma = 67,000
4 sigma = 6,200
5 sigma = 233
6 sigma = 3.4

What does that translate into?

How does 20% profit margin increase sound? And that’s just for starters. Every time you move up a sigma, it can easily mean a 20% increase for each sigma level.

So ready to get involved ? How long will it take?

Well that depends on just how good your quality currently is. With the proper dedication a company can move from 3 Sigma to 4 Sigma within 1 year. However, a good rule of thumb is “the higher your Sigma level is… the longer it will take you to reach the next sigma level.” But as the old adage goes, “the best things come to those who wait”.

5 Why's : To get to the root of a problem

2007-12-21T09:23:00.000-08:00

The 5 Whys is a simple problem-solving technique that helps users to get to the root of the problem quickly. Because it is so elementary in nature, it can be adapted quickly and applied to most any problem. Very often, the answer to the first “why” will prompt another “why” and the answer to the second “why” will prompt another and so on; hence the name the 5 Whys strategy.

Benefits of the 5 Whys include:
It helps to quickly determine the root cause of a problem
It is easy to learn and apply. Here i have shared 2 examples of 5 Whys execution.. read through

Example 1 of the 5 Whys in action:
Tailchi Ohno, the creator of the 5-Why technique, is quoted using the following example to demonstrate using 5-Why’s for root cause analysis:

1. “Why did the robot stop?”
The circuit has overloaded, causing a fuse to blow.

2. “Why is the circuit overloaded?”
There was insufficient lubrication on the bearings, so they locked up.

3. “Why was there insufficient lubrication on the bearings?”
The oil pump on the robot is not circulating sufficient oil.

4. “Why is the pump not circulating sufficient oil?”
The pump intake is clogged with metal shavings.

5. “Why is the intake clogged with metal shavings?”
Because there is no filter on the pump.

What do you think?
Is “NO FILTER ON THE PUMP” a root cause?

Example 2 of the 5 Whys in action:

1. Why is our client, Hinson Corp., unhappy? Because we did not deliver our services when we said we would.

2. Why were we unable to meet the agreed-upon timeline or schedule for delivery? The job took much longer than we thought it would.

3. Why did it take so much longer? Because we underestimated the complexity of the job.

4. Why did we underestimate the complexity of the job? Because we made a quick estimate of the time needed to complete it, and did not list the individual stages needed to complete the project.

5. Why didn't we do this? Because we were running behind on other projects. We clearly need to review our time estimation and specification procedures.

Remember: The emphasize is not on person or to blame, this would mean turning the Five Why's into the Five Who’s.

Below is a quick overview presentation of the 5 Whys.

Who Moved My Cheese

2007-12-21T06:37:00.000-08:00

How to Deal with Change in Your Work and in Your Life. If you or your organization is going through ANY type of Change – whether it be new leadership, a merger, having to do more with less…this movie is for you. It can help people in your organization understand how to let go of their concerns and see change differently.

Who Moved My Cheese Video.

Do share your views below.