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Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
Manager Today - 2nd Issue
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Manager Today - 2nd Issue

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  • 1. MANAGEMENT Workplace bullying MOTIVATION Boosting self-esteem INTERVIEW Woman of substance Roshaneh Zafar COVER STORY BRIDGING THEwww.themanagertoday.com LEADERSHIP GAP
  • 2. WISDOM CORNERquotable quotes FAITH CHALLENGE No religious faith is loftier than When you get into a tight place feeling ashamed of doing wrong and everything goes against and bearing calamities patiently. you, till it seems as though you n Hazrat Ali (A.S) could not hang on a minute Its faith in something and en- longer, never give up then, for thusiasm for something that that is just the place and time makes a life worth living. Oliver that the tide will turn. n Oliver Wendell Holmes n Harriet Beecher Stowe ATTITUDE COMMITMENT When one door of happiness Making your mark on the world closes, another opens; but often is hard. If it were easy, everybody we look so long at the closed would do it. But its not. It takes door that we do not see the one patience, it takes commitment, which has been opened for us. and it comes with plenty of fail- n Helen Keller ure along the way. The real test is The pessimist complains about the not whether you avoid this fail- wind; the optimist expects it to ure, because you wont. It’s change; the realist adjusts the sails. whether you let it harden or n William Arthur Ward shame you into inaction, or whether you learn from it; BELIEF whether you choose to persevere. There are two ways to slide eas- n Barack Obama ily through life: to believe every- thing or to doubt everything; COURAGE both ways save us from thinking. Courage is the ladder on which n Alfred Korzybski all the other virtues mount. To accomplish great things, we Clare Booth Luce must not only act, but also dream; Courage is going from failure to not only plan, but also believe. failure without losing enthusiasm. n Anatole France n Winston Churchill EXCELLENCE FORGIVENESS The secret of joy in work is con- Punish your servant, if he dis- tained in one word - excellence. obeys Allah, but forgive his dis- To know how to do something obedience to yourself. well is to enjoy it. n Hazrat Ali (A.S) n Pearl S. Buck
  • 3. EDITOR’S NOTE MAKING THE DIFFERENCE W With the blessings of Almighty Allah, the second issue of Manager Today is in your hands right now. June has just begun; a month when mostly a large part of corporate sector reviews its year-long policies, strategies, fi- nancial statements and thus an annual report is made and presented to the entrepreneurs and top managers. Indeed, it’s a hectic time of the year as for the people who lead companies, organizations and various business concerns; it appears as a showcasing time of their employees’ year-long productive performance under their leadership, expertise and hard work. No doubt, everyone loves to be appreciated for one’s productive contribu- tion. But in the wake of current global financial crunch, managers are seen Ijaz Nisar trying to sustain their products and services. Editor-in-Chief But the dilemma with Pakistan is much severe as the country since its in- & CEO Leading Edge ception, has been facing leadership crisis in every sphere of life. Unfortu- nately, our nation has not been able to produce real leaders so far and due to the decades-long political instability, our economy is still lagging behind despite being blessed with plenty of natural resources and human re- source. Keeping the crisis in mind, this issue’s cover story comprises the char- acteristics of a true, sincere and competent leadership that our country re- quires in this hour of need. Be it a top manager or leader in a business hierarchy, the sooner these contemporary leaders adopt these traits the better it will be for the future of their businesses and consequently for our country. Our second article on the cover story represents Allama Iqbal’s philosophy on leadership. His philosophy can be applied universally which addresses the leadership problems of modern age. We are sure that this ar- ticle will be inspirational to many of our readers. We also have included three wonderful business leaders’ interviews in this issue. Get to know our woman of substance Ms Roshaneh Zafar, Founder and President of Kashf Foundation this month. Another interview of a dynamic personality, Mr Ghazanfar Azzam, COO, Kashf Microfinance Bank appears on our Man- ager’s interview pages while the unique perspective of Entrepreneur ,Mr Farrukh Salim, CEO, Hush Puppies makes his interview a memorable one for you all. The rest of Manager Today’s content has been selected to address the ac- tual issues faced by most of the managers these days. Workplace bullying, anger management, ideas for recession proof businesses, a reflection on succession planning, sales success, customer care, career counseling and several other interesting and useful articles have been included. For your delight, we have not missed to include a movie review besides a comment on an interesting book in this issue. We hope you will appreciate our ef- fort. Please keep us updated with your feedback and don’t miss the next issue’s must-read cover story, ‘Emotional Intelligence Skills for Managers’. Wish you a happy reading till next issue.
  • 4. Mail Box et me avail the opportunity to pay spe- anager Today is a new idea to im- eing a student of HR, ManagerL cial thanks for publishing ManagerToday, a great supplement for the stu- M part training and improve profes- sional skills out of classroom. It is a B Today is of great importance to me. The way you are instilling a new soul indents of business studies. It’s a consider- sincere effort on your part to cover all HR people for the accomplishment ofable addition in library collection of the areas from leadership development to their personal & professional goalsPunjab University. marketing and sales development. It feels through your rich knowledge and experi-Ch. Muhammad Hanif great to see that the area of human re- ence in this particular field is highly com-Chief Librarian, Punjab University. source management and development mendable. I hope Manager Today will---------------------------------------------- has been given prominence. It will surely keep us engaged and up to date with he headquarters of Pakistan Civil Avi- help enhance the personnel as well as the core issues and latest develop-T ation Authority is thankful for the com-plementary copy of Manager Today. It’s professional life of the readers. I would love to be a regular reader of this maga- ments in our field. Keep it up. Anjumtruly Pakistan’s first magazine for the per- zine. Emergency Program Managersonal and professional development of Tariq Naseem Earthquake Response Programour people. We appreciate your contribu- SVP/Head Establishment Abbottabad.tion and services to HR field. The Bank of Khyber, Peshawar.Masood-ur-Rehman ---------------------------------------------- orn and bought up in London, I haveG.M HRHeadquarters P lease accept my heartiest congratu- lations on this great achievement of B completed 18 years working in corpo- rate world around three continents,Civil Aviation Authority, Karachi. publishing such an enlightening educa- presently serving at the helm of Serena---------------------------------------------- tional and supportive magazine. All the Hotels countrywide sales and marketing felt great happiness to see the first topics I went through inspired me a lot efforts. As I walked into my office yester-I issue of Manager Today. At last, theneed for establishing HR departments in making me read the magazine thoroughly. No doubt this magazine will enhance the day I was greeted by a decent envelope. Upon opening the package, I caught theorganizations is being recognized in Pak- professional skills. By introducing such an first glimpse of ‘Manager Today’. I mustistan. This realization will reshape the or- essential magazine you’ve fulfilled one of admit that my schedule did not allow me toganizational performance altogether. I the social responsibilities. I must thank read the entire contents, but I found it verycongratulate the whole team of the mag- you for your great efforts to bringing up hard to put the magazine down. What aazine and wish them great success in the the middle managers helping them meet breath of fresh air! I felt obligated to ink myventure. the upcoming challenges in their compa- feelings. I congratulate you in pioneeringS. Tanveer H. Kazmi, Manager (HR) nies. Wish you all the best. something that was really required in ourMurree Brewery Company Limited, Aneela Sameer,Manager Publicity, country. Please do convey my profound re-Rawalpindi. Diamond Jumbolon, Johar Town, gards to every member of your team,---------------------------------------------- Lahore. along with heartiest congratulations on anager Today comprises very inter- ---------------------------------------------- producing such a wonderful product.M esting and useful content, coveringall the issues and challenges of manage- P lease accept my heartiest congratu- lations and best wishes on launching Raja Nayer Zaman Director of Salesment practices. Many congratulations on Manager Today. I feel honored to receive Serena Hotels, Faisalabad.reaching this milestone. the first issue of such an outstanding ----------------------------------------------Dr Mirza Dilshad Baig magazine.Head Organizational Development Amir Faisal HashmiManagement, HR Group Country Human Resource Manager INSPIRED?Allied Bank, Karachi. The Coca-Cola Export Corporation MOTIVATED?---------------------------------------------- Pakistan Branch. DID YOU LIKE WHAT must appreciate the bold and timely ---------------------------------------------- YOU READ?I endeavor you have undertaken. MayAlmighty Allah helps and blesses you and T he magazine is fabulous and contains tips to enhance personal and profes- If you find ManagerToday inspirational for the personal and professional development, doyour team with the best of health, pros- sional development. I wish you best of luck. inform us. You can also contribute with yourperity, peace and courage. May it becomes a success story very soon. articles, suggestions and recommendations at: ijaznisar@gmail.comDr Shahid Mahmood Syed Zakir Hussain editor@themanagertoday.comDirector Ph.D. Program Incharge Corporate HR Dept. www.themanagertoday.comUniversity of Central Punjab, Lahore. Descon Engineering Ltd., Lahore. Ph: 042 5792066---------------------------------------------- ---------------------------------------------- Don’t forget to mention your full name, postal address and phone number.
  • 5. A PROJECT OF LEADING EDGE TRAINING & DEVELOPMENT PCPB # 303-M ManagerToday CONTENTS 08 Bridging the leadership gap Compare the productivity and morale of a workforce that is encouraged and supported in finding the rare work- life balance with those of a dispirited workforce where work-life balance is not a consideration. You’ll see the 12 difference. The approach ‘take no prisoners’ is a valued management style which every great leader implements in his/her organization Iqbal on leadership Qaht-ur-Rijal is an Urdu word that describes the absence or 14rarity of men of caliber in a society. This ‘Qaht-ur-Rijal’ is one of the basic causes of leadership crisis and decline of Muslim Ummah 16 Workplace bullying Job responsibilities are structured sets of problems required to be solved persistently Interview 20 In an economic downturn, scope for microfinance institutions increases more: Ghazanfaar Azzam Are you shy? Confident? Impatient? The first man had nothing but his instincts and his body to communicate with. Perhaps those were the first signs of body languageEditor-in-Chief Ijaz Nisar Managing Editor Shakil A. Chaudhary Editorial Advisor Shakeel AhmedSenior Editor Kahkashan Farooq Baig Editor Nabeela Malik Associate Editor Saba Kiani Art Director Faiz-ur-RehmanMarketing Manager Munir Hussain Marketing Executive Sajjad Latif, Hassan Yaseen Operations Manager Muhammad YasirSales Manager Haseeb Nisar Photographer Kamran Legal Advisor Muhammad Zulfiqar Ali Buttar
  • 6. 24 Reflections on succession planning Succession is more important than ever; it’s also the most neglected responsibility of the 26 corporate boards Boosting self-esteem 30 Positive self-esteem in the workplace nurtures creativity and healthy work practices Woman of substance 34 Trust your own self and also trust the people around. There is no reason to doubt every phenomenon New rules for finding your path Are you looking for the six rules that govern 38 career paths, wage levels and the nature of managerial work in today’s post-corporate world? Here we go Interview 44 I would request our government to pay attention to shoemaking industry because of great employment opportunites it offer: Farrukh Salim An exemplary educationist 48 The key to success and excellent performance is that one should always be producing results One-minute customer 54 In a matter of 45 to 60 seconds, he managed to bring forth small details of good customer service Healthy food practices Although this term has not been commonly used to describe health in years past, sustainable health is a growing movementPublisher Leading Edge Printer Naeem Qasim Printers Head Office PL-20 Siddiq Trade Centre, Main Boulevard, Gulberg II,Lahore Tel: 042-5792066, 5817048 Email: info@themanagertoday.com Website: www.themanagertoday.com,www.leadingedge.com.pkContributors Dr. SM Naqi, Maqbool Ahmed Babri (Max), Masood Ali Khan, Bakhtiar Khawaja, Saghir Ahmad, SoniaUrooj, Wali Muhammad, Ghazanfar Azzam, Shahid Nafees, Muhammad Zaheer, Bilal Ilahi, Philip Lal
  • 7. COVER STORY IJAZ NISAR Compare the productivity and morale of a workforce that is encouraged and supported in finding the rare work-life balance with those of a dispirited workforce where work-life balance is not a consideration. You’ll see the difference. The approach ‘take no prisoners’ is a valued management style which every great leader implements in his/her organizationleadership Bridging the8 MANAGER TODAY | June - July 2009 gap in pakistan
  • 8. akistan is a country of di-P we can see a trickle down effect of their does what is the motive of the organi- chotomies and contradictions, an traits and good policies in effect in an zation’s existence, its purpose, its rea- enigma in South Asia. At first organization. We must keep in mind son for being there, etc. These leadersglance, Pakistan should be at the fore- that our employees are not only work- invest in building a focused and value-front, a leader amongst its fellow coun- ers like machines but they are humans based demographic-driven organizationtries. According to the World Bank as well. We need leaders who believe from top to bottom.report, “Pakistan today is South Asia’s and embody the true concept of leader- We need leaders who communicatemost open economy.” However, despite ship. They must reflect from the lan- proficiently with the people of their or-her apparent strong economic and so- guage they use and their actions must ganization the clientele and the massescial indicators, things are not as positive show that leadership is a matter of how keeping in mind the frame of referenceas they appear. things should be done. It’s not about of their target audience. Such leaders We have sufficient natural resources tackling things only after the situation when they communicate are heard byand more than sufficient human capital. becomes worse. It’s the stature and their audience. Each and every word ofSo what do we need actually? We need their communication is valued and ap-good leaders at all levels, especially at preciated. No doubt, the effective use ofthe organizational and national levels as Bringing hope and language is one of the most importantit’s the leaders’ vision that matters the unity within the skills a leader of future outlook shouldmost for a country or an organization. be perfect in. His one word, one sen- All of us face the challenge of leading organizations, tence or one paragraph all must be con-in an era of discontinuity and ambiguity enterprises and necting, helping, inspiring, and beingfar greater than it was 10 or 20 years different sectors will heard by the people on large scale.ago. All of us should try to be prescient create an overall We need leaders who are masters inin a rapidly changing world as we try to the art of listening, who practice thepeer into the future for better planning positive impact. rule of thinking first and speaking in theand maximum benefits. By now we Leaders possessing last. Leaders who are healers and uni-should be wise enough to idealize the such a dynamic fiers listen to employees complaintsqualities of the people who can lead us peacefully, build consensus, appreciateagainst the backdrop of the current sit- personality traits are differences, find common concepts,uations of our times and the challenges necessary to solve the common language, and commonahead. problems and meet the ground to create harmony among em- As we come closer to the fiscal year ployees of his/her organization.of 2009-2010, which qualities do we challenges of our time. We need leaders who in their ownneed in our leaders now more than We do have leaders but lives try to keep a good work-life balanceever? Whatever the organization or the these necessary traits and make this balance a reality in thesector is, I propose that this is the high are lacking in them. lives of their people as well. It may ap-time when our masses need real lead- pear as an unrealistic ideal in today’sers who nurture and live according to tough work environment but it’s quitethe high values of life, capable enough to character of the leader that determines workable. Compare the productivity andunify people and heal the hurts of those the performance and results. morale of a workforce that is encour-who have been oppressed since incep- We need leaders who firmly believe in aged and supported in finding this raretion of this country. Bringing hope and the idea of considering employees as work-life balance with those of a dispir-unity within the organizations, enter- the greatest asset of an organization, ited workforce where work-life balanceprises and different sectors will create and they must demonstrate this belief is not a consideration. You’ll see the dif-an overall positive impact. Leaders pos- by their policies thus making it a reality, ference. The approach ‘take no prison-sessing such a dynamic personality not a slogan. These leaders build a richly ers’ is a valued management style whichtraits are necessary to solve the prob- diverse organization through powerful every great leader implements inlems and meet the challenges of our representation of their beliefs at every his/her organization.time. We do have leaders but these nec- level. They have a realization of the enor- Most importantly, we need leadersessary traits are lacking in them. mous opportunities that rapidly chang- who share success widely while accept- Furthermore, we need such strong ing demographics present in a society. ing responsibility of shortfalls and fail-leaders who can become role models We need leaders who help clarify the ures. Such leaders have made strictfor the people playing the second lead at concept and language of the ultimate standards of evaluating their own per-every level of an enterprise. Only then mission of an organization: whatever it formance, fully knowing that theirwww.themanagertoday.com June - July 2009 | MANAGER TODAY 9
  • 9. COVER STORYlanguage, behavior and actions are eval- novations even if it is not out of thin air. Leaders in companies, corporations,uated against their self-proclaimed val- However, leading creative people in this banks, industries, academic institutionsues and principles. age of diverse work arrangements and and the government have already cho- What is the secret to building a great electronic relationships require from sen to follow the unusual people whoorganization? How do you sustain con- leaders themselves to be significantly in- can revive and restore vitality and op-sistent growth, profits, loyal clientele, will- novative. The secret, I believe, lies in how portunity in their relative fields. Once aing employees, unique contribution and individual leaders in variety of settings leader commits to a new way of dealingservice in an uncertain economy that can make room for people with unusual and with creative people, the process can beliterally change overnight? And how do creative abilities and temporarily become defined quickly. It can be called a searchyou build a culture of commitment and followers themselves. for beneficial surprise. Traditional edu-performance when the notion of loyalty Creative persons stand out from the cation does not prepare us for this.on the part of customers, employees, rest of us. Somehow, their contributions Though familiarity with technology helpsand employers seems like a quaint affect large groups and move organiza- us deal with such a search, all the tech-anachronism? tions towards improvement. I call them: nology in the world will not help us dis- The answer lies only within these two ‘explorationists’ (the most creative peo- covering the knowledge of ideas,words: be yourself. ple in an organization). Yet they function experiments, failures, and successes That is both a simple yet extremely dif- for the most part, being outside or away that we will be requiring on advent of aficult goal. It means spending lesser time from their organizations. They work in all venture.by benchmarking a best practice and kinds of places: in cafes, airports, at If we want to find new sources and per-spending of extra time for building an or- home and they benefit from their unusual spectives, there come two questions which, if thoughtfully considered, are likely to yield good results. The first looks at innovation from a leader’s point of view The things that will destroy us are while the second arises from the view of knowledge without character, creative persons. worship without sacrifice, politics A leader will be careful about measur- without principles and leadership ing the contributions of creative persons. Return on assets has become a Baal in without integrity Quaid-i-Azam too many organizations. All things cannot and must not be quantified. Financial and legal matters are truly important but they do not lie at the heart of our future.ganization where personality counts as relationships with the organizations they Resist the urge to structure all thingsmuch as quality and reliability. It also join. They often have odd reporting rela- alike.means cultivating an ability to embrace tionships but somehow they instinctively We also need to keep in mind that mov-paradox. insert themselves into organizations ing up in the hierarchy does not confer Shakespeare in King Lear tells us that wherever they are needed. competence or wisdom. The discern-nothing comes from nothing. So do sci- The changes and innovations they bring ment and judgment necessary to evalu-entists, for that matter. Everything in this about are often more like giant leaps ate true innovation, to doom or give lifeworld exists already; whatever seems than the small steps most of us experi- to good design or breakthroughs in tech-new is only something old re-arranged. ence frequently. They think of the world nology lie with people trained in thoseSo how do we explain innovation? in larger terms. They work for institu- fields. Innovation is a form of change. Though, tions or societies or culture or greater Creative persons come in all shapes,our culture welcomes change to some ideas for mass effect, not for individuals. sizes, and fields: from graphic design andextent, but people proposing it, as you Their creativity comes from the novel architecture to software design andmight expect, often run into barriers. As connections they establish between their human resource. The best are volun-our society has become more complex work and personal and professional ex- teers. They can find work almost every-we find important segments of it becom- periences and observations. They are where and they gauge the quality of theiring larger, more structured, more bu- usually curious and look for a field where leaders as a way of deciding where theyreaucratic, less nimble and less they can satiate that curiosity. Leaders will contribute. Leaders make it possiblehospitable to non-conformists and peo- can work to bring these special and cre- for creative persons to make somethingple of unusual ideas. Leaders can help ative people forth to have an impact upon out of nothing---nothing, that is, but ex-these unusual people bring forth their in- the efforts of a group. pressions of themselves. n10 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 10. 1. PASSION No trait is 6. INNER PEACE The most more noticeable in the top successful leaders ap- business leaders than the pear to be least stressed. passion they share for their poli- They are composed, self-assured, cies and their companies. Quite and more in harmony than most simply, they love what they do. of the managers. 2. INTELLIGENCE AND 7. CAPITALIZING ON CLARITY OF MIND FORMATIVE EARLY LIFE Most successful business EXPERIENCES The study leaders are highly intelligent. Some found that these leaders believe in of their intelligence is clearly the the idea of capitalizing on their kind of raw intellectual horse- formative, early life experiences. power that is innate. However, They believe as people cannot de- equally as important as their na- cide who their parents are, what tive smarts is their ability to make order they are born in, or what the complex seem simple. economic stratum they grow up in 3. GREAT COMMUNICA- but they indeed can control what TION SKILLS One of the they make out of their early life ex- common traits among perience. the 50 business leaders identified 8. STRONG FAMILY LIFE by this study is ability to communi- Comparatively, the di- cate well. best business leaders ef- vorce rate among man- fectively explain business agers is higher. However, it is fundamentals, strategy, alterna- almost zero in case of top class tives and a course of action in business leaders. Many of these ways that tap the employees’ leaders cite their intelligent efforts sense of understanding. to balance a strong family life with 4. HIGH ENERGY LEVEL their work and most importantly On an average, the world- the quality of objective advice they class business leaders get from an intelligent spouse as work more than 65 hours a week. key ingredients in their success. The line between their work and 9. POSITIVE ATTITUDE As private life is more blurry. The a general rule, these peo- physical strain of developing strat- ple tend to look at chal- egy, forging consensus, making de- lenges as opportunities and seek cisions, building a management to make the best out of difficult sit- team, dealing with regulators, uations. Their outlook and commit- communicating with institutional ment to capitalizing rather than investors, lobbying the govern- punishing mistakes help give em- ment, traveling – all that require ployees a sense of responsibility. an enormous amount of stamina 10. FOCUS ON DOING I t is an interesting question for many academicians, that seem to be not so enormous THE RIGHT consultants and practitioners of management that to these leaders as they enjoy high THINGS The great whether the successful business leaders possess dis- energy level sprouting out of their business leaders achieve their re- tinct personality traits or simply they are like other man- innate ceaseless enthusiasm. sults by focusing on the right agers, maybe with more drive for achievement and luckier 5. EGOS IN CHECK When things throughout the day that in- than others. If they possess distinct traits, how distinct are you are the ultimate boss, clude: they and whether is there any commonality in the person- it is tempting to take credit • living with integrity and leading ality traits of business leaders across the world? Based on for the success of your organization. by example. the study of 50 top world-class business leaders, Thomas In contrast, the best of business • developing a winning strategy or Neft and James Citrin clarified many of these issues. They leaders are humans of small egos. a big idea. found the best of world business leaders possess some Being quite humble about what they • building a great management distinct traits and there is commonality in these traits have accomplished, they give credit team. across the business leaders. They also identified ten traits of hard work, good timing, a healthy • inspiring employees to achieve these leaders seemed to hold in common and presented dose of luck to the efforts of all staff greatness. them in their book titled Lessons from the Top, published in members and colleagues for the • creating a flexible but responsi- 2001. These ten traits are: success. ble organization. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 11
  • 11. COVER STORY ON LEADERSHIP SHAHID NAFEES The writer is a senior training manager in Bank Alfalah Qaht-ur-Rijal is an Urdu word that describes the absence or rarity of men of caliber in a society. This ‘Qaht-ur-Rijal’ is one of the basic causes of leadership crisis and decline of Muslim Ummah. Leadership crisis is also re- sponsible for institutional or national decline. Leadership aims at harnessing the potential of people, creating synergy and building effective teams. It is the driving force that synergizes the masses and determines their place in con- temporary history of nations or institutions. For leaders, it is their steadfastness and ability to actualize and use the hidden talent of people that determines their own stature. A society is never devoid of people of wisdom and leadership qualities but they fail to break the mold or to bring about any material change because either they are few in numbers or they themselves lack something somewhere. All eminent authors who have written books on Lead- ership and similar topics provide good amount of insight into such shortcomings. Here, I would12 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 12. like to dwell on the subject from purely ori- Creating that type of ‘Yaqeen’ may not be work environment. ental & poetic perspective. easy but with commitment and right ap- B) Element of excellence: Maulana Altaf Hussain Hali in his Mu- proach, this is something achievable as i. That his objectives in life are not saddas and Allama Sir Muhammad Iqbal in well as inevitable. mean or ordinary. his Shikwa and Jawab-e-Shikwa have beau- 2. Amal Paiham mean ‘perpetual strug- ii. He is high-looking and is focused on tifully highlighted the reasons of such gle’. It suggests that: something big and worthwhile. paucity of leadership that has ultimately re- e. We should never be complacent. iii. He does not involve himself in small sulted into decline of Muslim Ummah. In- Not even when we have achieved talk, small thinking and trivialities. depth study of these two poems gives us a our goals. C) Element of virtue: comprehensive reformatory plan in situa- f. We should always stay proactive i. He is a man of virtue. tions of distress like that of ours. I recom- and shun passivity. ii. He himself enjoys self-esteem and mend to the readers to study these poems g. We should not remain inactive, cares about the esteem and re- and find out for themselves the plan that is naïve or dull. spect of others. thought-provoking as well as interesting. No doubt that thinking, especially this iii. Obstacles in his way cannot diffuse There are two famous verses of Allama right thinking is very important in deter- his passion. Iqbal in which he describes the essential el- mining the direction and goals but nothing 5. Sukhan Dilnawaz: In literal sense ements of leadership. Missing out these el- can be achieved merely by thinking. It is al- ‘sukhan’ means conversation or talk ements will bring us nothing but ‘leadership ways action that transforms the societies but we know now that the ways to talk crisis. and brings about change. are diverse and multiple. This phrase In one of his verses he says, 3. Muhabbat Fatah-e-Alam: Fatah-e-Alam therefore includes all types of commu- “Nigah Buland, Sukhan Dilnawaz, Jaan is described as an adjective of Muhab- nication. Dilnawaz means beautiful, at- Pur Soz, bat- ‘the love’. It means that love and af- tractive or appealing. Iqbal most Yehi hai Rakht-e-Safar Mir-e-Karwan ke fection, and similar good feelings are probably has picked up this phrase liey” such a strong quality that they can win from Quranic words of ‘Qooloo Linnas- At another place he says, over the whole world. It is love and care e-Husna’. It means when you commu- “Yaqeen Mohkam, Amal Paiham, Mo- shown for others that wins their nicate with people, do it beautifully (and habbat Fateh-e-Alam, hearts. So the third element of this artfully). This attribute of Mir-e- Jehad-e-Zindagani mein hain yeh Mardon recipe is love, care and compassion for Karwan or leader makes it imperative ki Shamsheeren” others. This is how we can win over on leaders to learn the art of commu- Taking cue from these two verses we find other people and create win-win situa- nication. He should communicate with six elements that help us in meeting the tions. others in a way that is appealing, beau- challenge of leadership crisis. It suggests We know that humility breeds love and tiful and interesting. developing the right traits in ourselves as arrogance breeds hate. That is why arro- 6. Jaan Pur Soz: In Iqbal’s poetry ‘Soz’ well as in those whom we can influence. gant people always infuse hate amongst means ‘Ishq’ that includes passion and Stephen Covey has given the world an ex- others and humility results into feeling of compassion. He strongly believes that cellent book on 7 Habits of the most influ- love and attachment. it is the dearth of passion, compassion ential people. I wonder if following this set of 4 Nigah Buland: This is a very compre- and dearth of Ishq that has done a hor- six elements of leadership highlighted in hensive phrase that encompasses: rendous damage to Muslim Ummah. these two verses carries any less weight. A) Element of being a visionary: Ishq and Janoon for Iqbal, mean doing 1. Yaqeen Mohkam means an unflinching i. That a person has a vision of the ul- something with highest degree of zeal belief. This includes: timate of his endeavors. and enthusiasm; to put heart and soul a. Having ‘Self-belief’ ii. That he sees himself and his or- in something. He believes that unless b. Developing ‘Trust’ ganization at an appropriate level in we put our hearts and souls, unless we c. Believing in Values and inculcating a short-term and at a relatively far- work with Ishq and Janoon we cannot a Value-based Culture ther future. achieve our goals of personal and in- d. Having ‘Faith’ in Allah and things or- iii. That he enjoys clarity of thought stitutional excellence. dained by Him. about all his ideas, efforts, mission It is time for us to find out where we are Impossible things become possible when and strategy. losing ground with respect to these at- ‘Yaqeen’ comes into action. To me, the two iv. That he is focused and this focus tributes essential for our personalities main problems in our personality are that does not dilute at any stage of his and that of our leaders. Excellence, we do not believe: neither in ourselves nor endeavors. whether it is personal or institutional or in others. We can call it a state of ‘Trust The concept of being visionary also national, will be a far cry if we fail to ac- Deficit’. Yaqeen Mohkam can certainly and means that he has the ability to foresee the quire these leadership characteristics de- most effectively counter this ‘trust deficit’. opportunities and threats that lie at his fined by Iqbal. n June - July 2009 | MANAGER TODAY 13www.themanagertoday.com
  • 13. MANAGEMENT imilar problems clustered under a have victimized a succession of employ- WALI MUHAMMAD The writer is an Islamabad-based corporate trainer S variety of designations constitute the functional hierarchy of an or- ganization. The meekest of employees to ees. Their vainglorious self-perpetuating manners cause devastating blows to the organizations talent pool and gnaw at its the CEO, all human resources strive to very ability to achieve its cherished goals. deal with their given share of problems. Bullying is a repeated pattern of pro- Their individual success rates determine voked, unwelcoming, hostile behavior that the extent of entire organizational output. intentionally inflicts or attempts to inflict in- Facing the ad infinitum performance jury, insult, hurt, humiliation or discomfort. Job responsibilities are challenge of modern day competitive envi- Targeted, persistent bullying, most often structured sets of problems ronment “workplace bullying” appears as a progresses to the ultimate painful conse- required to be solved black hole in an organization and gulps its quence of perpetual state of depression, persistently human resources ability to perform ef- serious social, family and health hazards fectively. Many dysfunctional companies for the victim.Workplace can be traced back to chronic bullies who, under the guise of tough management, From the physical hounding in the school yards, workplace bullying goes psychologi-Bullying14 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 14. cal, occurring in situations of real or per- Classical tactics for a victims undermin- Juniors for them are only to be seen not ceived imbalance of power. It can be a dif- ing include not providing a clear job de- heard. ference in personality – one person more scription (a deliberate strategy to make Workplace bullying is definitely a no-win dominant than the other, command of lan- the role unclear), devaluation of role by tak- situation. It is not only damaging for the guage – one person with a sharper ing away important and interesting tasks employees being bullied and their families tongue and quicker wit than the other. Psy- replaced with menial tasks. but the business bears its cost through in- chological bullies deploy tactics of mali- Threats of dismissal are typical at Asian creased leave and tardiness, reduced effi- cious teasing, name-calling, hurtful organizational scene, where the organiza- ciency and productivity, low morale and personal remarks, and cunning deflation tion itself bullies its employees. high turnover. of competence by strategies such as iso- Behavioral repertoire of bullies cuts Good intentions are obviously not lation, humiliation, excessive supervision across a variety of patterns. They may be enough to escape this quagmire. Suc- and denial of employee rights. differentiated accordingly. cessful man is one who finds out what is The situation is insidiously convoluted on Some mastering the blame game, are the matter with the business before his the domestic organizational scene, blem- experts at conjuring thoughtful and caring competitors do. Prevention is any organi- ished by little awareness and practice of public appearances. They are calculating, zations best strategy against bullying. This employee rights, scanty legislation and scheming and deceitful deep down. Suf- can be achieved through a three prong diminutive law enforcement. Victims keep fering from narcissistic self-love and con- strategy. suffering in silence for the fear of losing vinced of their exalted abilities, they blame FIRST STEP is drafting an anti bullying their jobs. Bullies thrive on the victims ex- everyone but themselves for their mis- policy that clearly spells out bullying be- tended insecurities. takes. Even their victims are charmed by haviors. Every member of staff must be Bullying usually starts slowly and then es- their nice manners. ‘I was thinking about provided with a copy and the policy should calates rapidly. Hallmark of a bully is double you’ is their favorite sentence before deliv- be updated regularly. bind communication - where the verbal ering devastating criticism to their victims. SECOND STEP adequate mechanisms content of the message does not coincide with the body language or two conflicting As I entered bosss office, he sat there with manager ideas about the same subject are pack- of administration department. I thought maybe it was aged in an apparently coherent verbal message - all to confuse the victim. Addi- not the right time to be around, so I said, "I may come later". tional signs are extensive use of negative But he insisted, I should tell him about my progress. As I body language such as eye rolling, eyebrow began, he quickly picked up small gaps and started spitting lifting, heavy sighs, finger gestures, shoul- fire right away. I felt I was made to go naked in public. Next der shrugging and arm movements. Bul- day he told me that such lessons will help me progress in lies get away with their conduct by making victims feel, its their fault. my career. (A victim) Nitpicking - finding out constant small faults in victims work with a flagrant dis- regard of any achievements is one of the Opportunistic bullies are extremely ca- must be drawn to report the bullying be- favorite strategies of bullies. Their con- reer-oriented and if anything comes in havior. This may include nominating a con- stant unjustified criticism eventually con- their way they use every ploy to eliminate it. tact person for reporting, a system of vinces victims that they are no good. They are highly competitive and manipu- mediation, investigation and sanctions be- Belittling tactics are also some sure late circumstances to achieve their ends. cause policy does no good unless enforced ways to devastate victims. Self-preserving bullies are insecure, properly. Isolation is being ignored, ostracized and loyal only to the agenda of personal sur- THIRD STEP is compulsory training for given the silent treatment during the team vival. Utmost authority orientation is their managers, human resource staff dealing meetings while offering less lee way or flex- cornerstone. They go any length to ap- with bullying complaints, the contact peo- ibility to the victim. pease their superiors though absolutely ple and all the general staff. Training must Systematic incapacitation is extreme flip side of coin to subordinates. In the adequately address the intricacies of as- level of manipulation where the victim is in- name of system they bash their juniors sertive communication skills required to tentionally excluded from essential infor- with no holds barred and hate to see any become an effective team player rather mation, or misinformed of the workplace initiative coming from them. This simply than a starving slave runner. developments, called upon in meetings at provokes their internalized insecurity that Even the bullies just like their victims may odd times, issued written complaints, and they relieve by searching and advertising become valuable human resources; they communicated through sticky notes, in- their constituents weaknesses and find- must be identified and helped before they stead of personal meetings. ing creative ways of demeaning them. bring the organization to a grinding halt. n June - July 2009 | MANAGER TODAY 15www.themanagertoday.com
  • 15. INTERVIEW NABEELA MALIK In an economic downturn, scope for microfinance institutions increases more: –GHAZANFAR AZZAMThose persons in the government who do have anunderstanding of capital generation and realise thatmicrofinance plays a pivotal role in economic and socialdevelopment of any country, they encourage itQ Please give an introduction of your academic profile and thebeginning of your professional career. nies in our trainings. It proved very suc- cessful as this exercise gave our employ- ees a fair chance of sharing their I did graduation in Commerce from Pre- knowledge and experience with traineesmiere College, Karachi and joined Habib coming from other institutions.Bank Limited (HBL) as a probationer offi- With passage of time, our trainings be-cer. Banking appealed to me much but a came very popular among different com-feeling of incomplete education remained panies. Many banks became our regularwith me even being on the job. So I ap- clients including Bank of America, Citypeared in professional exams and com- Bank, Faysal Bank and Indo-Swiss Bank.pleted DIBP. Seeing my interest in teachingand training, I was invited to the HR traininginstitute of HBL in Peshawar which I joinedimmediately. Q Please share with us the fac- tors you focused on to excel in your profession? There I along with others started con- Although I was working successfully, Itacting private corporate sector. It was the started feeling lack of experience of inter-time when private banks were again being national level because the people I was in-nationalised and training was absolutely a teracting with had vast exposure ofnew institution. At start, we could find only international companies and banking.ten to fifteen nominations from our own Thus, I applied for Chevening Scholarshipbank. Getting a good number of trainees and also the American Fulbright Program;proved really difficult. Thus, we started invit- luckily, I was shortlisted for both scholar-ing other banks and multinational compa- ships. On my own discretion, I went for the16 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 16. Mr. GHAZANFAR AZZAM Chief Operating Officer at Kashf Microfinance Bank, sports a dy- namic personality. In a career spread over 22 years, this Ful- bright-Hubert Humphrey fellow has worked for four leading Pakistani banks including Habib Bank Limited, Union Bank (now Standard Chartered Bank, Pakistan), Bank Alfalah and Prime Bank (now part of Royal Bank of Scotland, Pakistan). He has held senior positions in many international institutions; served as “Fi- nancial Sector Specialist” for a Chicago-based institution, Shore Bank International in Pakistan on a USAID funded WHAM project aimed at building and strengthening Small Business lending ca- pacity in Pakistani financial institutions. He is an experienced banker in retail and consumer banking, small business lending, sales force management, training and development. His key skills are strategic planning, leading teams, setting up new lines of busi- ness, establishing & managing projects and mentoring & devel- opment of staff. Mr. Azzam keeps an inspiring work and personal life balance. His approach towards life and its challenges is quite down to earth.www.themanagertoday.com
  • 17. INTERVIEWAmerican scholarship as it was betterbeing the unique opportunity offering newdevelopments. So I went to PennsylvaniaState University and completed two se-mesters and some courses on HR, Lead-ership and Management. That scholarshipprogram gave me a great exposure. Theyarranged a World Bank seminar on globalfinance in Washington DC and we weregiven access to the capital market of NewYork. Last in the program was the optionof working with an American bank for fourmonths. They asked me if I was interestedin any bank, I gave them three names in-cluding Citi Bank and ABN Amro. The re-sponse of ABN Amro was the best, itoffered me to work at it’s headquarter inChicago. Thus, I ended up my scholarshipwith ABN Amro in Chicago for fourmonths. After completing my scholarship,I had to decide whether to return to myown country or to build my career in Amer-ica. We have 18 branches in operation at present and Q When and how did you shift to microfinance banking? Being with the Shore Bank, I actually Meanwhile, a very nice and senior col- by the end of 2009, this came to know about microfinance bankingleague of mine, Mr. Bakhtiar Khawaja, now while being in the commercial banking, IHead of the Learning and Development de- count will raise up to 32 could never understand microfinance aspartment of Bank Alfalah contacted me branches while within most of the bankers from commercialand insisted me to join Bank Alfalah (then banking do not understand it because of itsan emerging bank in Karachi) if I wanted to five years Kashf Bank will totally different methodology, mindset andcome back to Pakistan.. I came back to become a hundred market.Pakistan and joined Bank Alfalah as the branches network It relates to the smallest consumers attraining manager. the grass root level while commercial bank- In 2002, I rejoined Prime Bank’s busi- InshAllah. We also hope ing deals with large groups. I came to knowness side. By that time, the State Bank of to fetch one million about microfinance through discussions ofPakistan had started recognizing Small the international consultants who used toand Medium Enterprises, we also set up savers to our bank within talk about the activities of microfinance in-SME as a special line of business as it was five years. We are also stitutions all over the world like the per-a very important area of finance. I served planning to reach up to formance of Grameen Foundationas the country head of consumer banking Bangladesh, Grameen Foundation USA, ac-and as the regional head of Prime Bank as 500 thousand tivities of microfinance in Latin Americawell. microfinance borrowers and the performance of microfinance In 2005, acquisitions and mergers of banks in Indonesia etc. All their storiesbanks got started. At that time I came to in the same time period taught me a lot about microfinance bank-know about a Chicago-based institution, ing in real terms.Shore Bank International. They were as-signed a three-year SME and MicrofinanceSector Development project in Pakistan.They declared a position of a financial sec- During that time, I got many chances to Q So did this knowledge of mi- crofinance banking pave your way to the Kashf Microfinance Bank?tor specialist, requiring a Pakistani having a work with Standard Chartered Bank, Na- Yes, indeed it was the time when I camegood knowledge of the industry and the tional Bank of Pakistan and Union Bank’s across Kashf Foundation and its servicesability to communicate with the Pakistani Kisan Card product. We also conducted in the field of microfinance. I met Roshanehindustry. They selected me and I worked many trainings and community awareness Zafar, President of Kashf Foundation in fo-with them for around two-and-a-half year. programs. rums on microfinance. Roshaneh was of18 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 18. Most of the bankers from commercial banking do not understand microfinance banking because of its totally different methodology, mindset and market We have 18 branches in operation at any country, they encourage it. present and by the end of 2009, this But on the other hand, some negative count will raise up to 32 branches while elements are trying to distort the image within five years Kashf Bank will become and performance of microfinance as they a hundred branches network InshaAllah. encourage the culture of non-refunding We also hope to fetch one million savers loans to the banks but anyhow, we are try- to our bank within five years. We are also ing to cope with these challenges and cre- planning to reach up to 500 thousand mi- ating maximum awareness among our crofinance borrowers in the same time people and customers. period. Q What are the challenges faced by the bank right now? Q In the wake of current eco- nomic crunch, do you think that your bank will be able to establish the opinion that Kashf Foundation had ac- I think the greatest challenge is the lack more branches and grow at a high quired the potential of establishing a mi- of understanding of microfinance among pace? crofinance bank. Being well-experienced our people. Our commercial banks and Economic downturn definitely affects in this field, I was offered to join the ven- bankers do not understand it in real all institutions in a country, it affects us ture. I agreed and in 2007, we started terms. Another point is that as microfi- as well but if we assess the microfinance formal steps of establishing the bank. nance consists of very small loans and institution, we find it in a direct relation- Kashf Foundation had nearly 0.3 million borrowings, it deals with meagre ship with the low income community as borrowers at that time. We thought of amounts thus its operating cost is very microfinance banks always deal with the converting them into savers because the high. low income groups. So, in an economic foundation could not make savings which For instance, if in commercial banking downturn, scope for microfinance insti- could only be done through a bank. one person makes a portfolio of 500 mil- tutions increases more, its unfortunate In the total investment for the estab- lion, the same will be done by a hundred but a fact that the market of microfi- lishment of the bank, Kashf contributed customers in the microfinance banking nance expands further as poverty in- 51% while the remaining 49% was con- so its operating cost ratio becomes high. creases. tributed by participants including IFC, the However, if the law and order situation World Bank group, Shore Bank, Women’s World Banking, (a New-York based institution) and also a Dutch group Q Is the Government of Pak- istan helping and promoting microfinance banking? worsens in a country then it creates problems and affects the performance of microfinance banking. Incidents like riots of social investors. Yes, the Government of Pakistan un- and strikes affect our institution also. We applied for a licence from the SBP. derstands its value and usefulness. The It went through our business plan, evalu- ated our team and issued the licence to us within a record time of seven to eight government made a policy for the micro- finance institutions, formed a law, en- forced Microfinance Act 2001, created Q success? Would you like to tell our readers the secret of your weeks. Khushali Bank and offered five-year debt Practically speaking, there is no short- Thus, on October 27, 2008 Kashf Mi- holidays to the microfinance banks to cut to success, but the factors leading to crofinance Bank became operational with help and encourage people to get bene- it include commitment to your goals, ded- 18 lending branches. fits from its services. Thus, those persons ication and hard work to achieve excel- in the government who do have an un- lence. The golden principles read in Q Please tell us about the strategic plan of expansion for Kashf Microfinance Bank? derstanding of capital generation and re- alise that microfinance plays a pivotal role in economic and social development of theory must be trusted upon and prac- ticed sincerely, only this belief and sincere hard work will lead to success. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 19
  • 19. COMMUNICATIONAre you shy? CONFIDENT? IMPATIENT? The first man had nothing but his instincts and his body to communicate with. Perhaps those were the first signs of body language. Communication has come a long way now. So, does the body still communicate?20 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 20. SONIA UROOJ The writer is a communication trainer and consultant he world would be in utter hands in front of the face is a hostile ges- chaos without effective ture while clenched hands held down on the A thumbs-up sign in many parts of the communication. History talks table is an authoritative gesture. world means ‘it is good’. about sign languages. Drawings Well, if at all there is another part of the and inscriptions that were used body that displays a range of emotions, it is as the means of communica- the human eye. tion. The most commonly used Generally, excitement and happiness tendand understood language is body language to dilate the pupils four times their originalwhich transcend all boundaries and region size and anger contracts them. Theseand cultural aspects. sharply contracted pupils have given rise to However, unlike other languages, body lan- terms like ‘snake eyes’, ‘evil eyes’ or beadyguage can sometimes communicate un- little eyes’. It may be easy to hide your innerknowingly. The trick lies in reading the signs thoughts by hiding your hands but the sameright and understanding them. According cannot be said about the eyes.to psychologists, there are many other ge- There are two ways in which you can gazenetic, learned and cultural signals through at a person, namely ‘the business gaze’ and Shaking the fist means ‘I am angry’. Itswhich we communicate. ‘the intimate gaze’. For that assume the for- a threat of aggression. Some of the most basic and common mation of an imaginary triangle on every-communication gestures include the smile, one’s head. The triangle has its vertices atwhen we are happy; the frown, when we are the two eyes and a point on the person’s Unlike other languages,angry and tears, when we are sad. forehead. When conversing with a person, body language can The palms of a person talk much based if the gaze is focused on this triangle it ison their positioning during a conversation. called ‘business gaze’. This is a formal style sometimes communicateThe open palm gesture has often been as- of using the eyes and talking to the person unknowingly. The trick liessociated with truth, honesty, allegiance and looking him straight in the eye. If this gaze in reading the signs rightsubmission. During normal conversation, shifts below the triangle at the nose, mouthopen palms (open upwards) indicate how and the neck, then it seems ‘the intimate and understanding them.the speaker is trying to impose his honesty gaze’, meant for casual or informal conver- According towith another person. In a conversation sations. psychologists, there arewhere the speaker is slowly opening up and All these concepts of body languagerevealing facts, his palms come out open teach us one thing—every gesture repre- many other genetic,upwards slowly throughout the conversa- sents a positive or a negative trait. One of learned and culturaltion. This is a completely unconscious ges- the most common gestures is the signals through which weture implying that the person is telling the crossed arms before the chest. This is communicatetruth. On the other hand, an unaware liar generally viewed as a defensive gesturewill have his palms concealed, hidden in a and represent a barrier to block un-pocket or folded behind him in an effort to wanted elements from invading your per-hold back the truth. Palms can also reveal sonal space. Another negative gesture isnervousness when they are sweaty or the hand to face gesture. When some-shaky. Other signs of nervousness include body is lying, he is bound to cover hisknuckle cracking and clenching of fists. mouth or start rubbing the area below hisAgain, clenched fists come as a result of nose. Small children often tend to clapanger and vengeance. Generally, clenched their hands over their mouth when theyhands are a sign of confidence. Clenched see or do something that they should notwww.themanagertoday.com June - July 2009 | MANAGER TODAY 21
  • 21. COMMUNICATIONNONVERBAL BEHAVIOR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . INTERPERSONALBrisk, erect walk . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Confidence SMILE AND LAUGHStanding with hands on hips . . . . . . . . . . . . . . . . . . . . . . . . . . . . Readiness, aggression Lighten up, don’t take yourself too seri-Sitting with legs crossed, foot kicking slightly. . . . . . . . . . . . . . . . Boredom ously. Relax a bit, smile and laugh whenArms crossed on chest. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Defensiveness someone says something funny. PeopleWalking with hands in pockets, shoulders hunched. . . . . . . . . . . Dejection will be a lot more inclined to listen to youHand to cheek . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Evaluation, Thinking if you seem to be a positive person. ButTouching, slightly rubbing nose . . . . . . . . . . . . . . . . . . . . . . . . . . Rejection, doubt, lying don’t be the first to laugh at your ownRubbing the eye . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Doubt, Disbelief jokes.Locked ankles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Apprehension DON’T TOUCH YOUR FACEHead resting in hand, eyes downcast . . . . . . . . . . . . . . . . . . . . . Boredom It shows that you are nervous and canRubbing hands . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Anticipation be distracting for the listeners or theSitting with hands clasped behind head, legs crossed. . . . . . . . . Confidence, superiority people in the conversation.Open palm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Sincerity, openness, innocence KEEP YOUR HEAD UPPinching bridge of nose, eyes closed. . . . . . . . . . . . . . . . . . . . . . Negative evaluation Don’t keep your eyes on the ground, itTapping or drumming fingers . . . . . . . . . . . . . . . . . . . . . . . . . . . . Impatience might make you seem insecure and a bitPatting/fondling hair . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Lack of self-confidence; insecurityTilted head . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Interest lost. Keep your head up straight and yourStroking chin . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Trying to make a decision eyes towards the horizon.Looking down, face turned away . . . . . . . . . . . . . . . . . . . . . . . . . Disbelief SLOW DOWN A BITBiting nails . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Insecurity, nervousness Walking slowly not only makes youPulling or tugging at ear . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Indecision seem more calm and confident, but will also make you feel less stressed. If some- one addresses you, don’t snap your neck in their direction, turn it a bit more slowlyhave. This gesture gets refined with age HAVE EYE CONTACT, BUT DON’T instead.into the nose touching gesture. STARE DON’T FIDGET It is not always easy to observe and in- If there are several people you are talk- Avoid fidgety movements and nervousterpret body language. The few percep- ing to, give them all some eye contact to ticks such as shaking your leg or tappingtive and intuitive people capable of doing create a better connection and see if your fingers against the table rapidly.this dedicates hours of observation and they are listening, keeping too much eye- USE YOUR HANDS MOREstudy. Women are generally more per- contact might freak people out. Giving no CONFIDENTLYceptive than men owing to their maternal eye-contact might make you seem inse- Use your hands to describe somethinginstincts of communicating with their cure and unwanted. or to add weight to a point you are tryingchild. DON’T BE AFRAID TO TAKE UP SOME to make.REFINING THE LANGUAGE SPACE BARE YOUR HEART Improving body language can make a Taking up space by, for example, sitting Don’t hold anything in front of yourbig difference in people’s skills, attrac- or standing with your legs slightly apart heart as it will make you seem guardedtiveness and general mood. To change signals self-confidence. (Do not overdo it) and distant.your body language you must be aware of KEEP YOUR SHOULDERS RELAXED MIRRORit. Notice how you sit, how you stand, how When you feel tense, it easily winds up Often, when you get along with a per-you use your hands and legs, what you do as tension in your shoulders. Try to relax. son, when the two of you get a good con-while talking to someone. You might also ACKNOWLEDGE A CONVERSATION nection, you will start to mirror eachwant to observe friends, role models, WITH PERIODICAL NODS other unconsciously. That means you mir-movie stars or other people you think has Nod once in a while to signal that you ror the other person’s body language agood body language. Observe what they are listening. bit. To make the connection better, youdo and you don’t. DON’T SLOUCH, SIT UP STRAIGHT can try a bit of proactive mirroring. If he Here are some tips on what you need Lean, but not too much. If you want to leans forward, you might lean forward.to do and what to avoid to sharpen your show that you are interested in what But don’t react instantly and don’t mirrorbody language. someone is saying. Lean towards the per- every change in body language.AVOID DEFENSIVE GESTURES son. If you want to show that you’re con- KEEP A GOOD ATTITUDE (Do not cross your arms or legs) keep- fident in yourself and relaxed, lean back a Last but not the least; keep a positive,ing your arms open is a welcome gesture bit, but don’t lean in too much or you open and relaxed attitude. How you feelas long as they don’t invade your personal might seem needy and desperate for ap- will come through in your body languagespace. proval. and can make a major difference. n22 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 22. HUMAN RESOURCEReflections onsuccession planning Succession is more important than ever; it’s also the most neglected responsibility of the corporate boards SYED ALI RAZA The writer is head of HR in a multinational company uccession planning plays a keyS sometimes packed – boards are often sources. Whatever the cause, the public- role in an organization’s pursuit of out of touch with shareholders’ interests. ity and damage are a matter of public long-term strategies and lasting Internal power struggles lead to exces- record. Just ask the likes of American Ex-results. Good management does not hap- sive exits of talent when a new CEO is fi- press, Eastman Kodak, IBM, or Sears.pen by itself and succession planning is nally selected. Shareholder value is How can succession planning be ad-critical to its continuation. damaged as an all-too-public search im- dressed so as to preempt problems and Succession planning is one of the top pedes business operations and erodes ensure a continuation of good manage-three responsibilities of corporate employee and public confidence. ment? First, recognize the importance ofboards, along with strategy review/rati- For good reason or bad, some great the task. Second, it is necessary to over-fication and the evaluation of manage- companies have drawn adverse publicity come today’s tendency to look for a one-ment performance and compensation. in their handling of executive succession. size-fits-all solution born of conventionalYet, today’s business headlines are all too The fault need not lie with the CEO. It may wisdom.full of corporate embarrassments. rest with the board, individual directors, Helping to choose the rich successor CEOs stay on too long and stifle poten- active shareholders, core self-styled heirs must be regarded as the ultimate obliga-tial successors or rivals. Divided—and apparently – to mention just a few tion of a CEO. While this is done in covert24 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 23. Among many responsibilities of the corporate boards, assurance of a sound succession process is second to none. Yet among the key tasks addressed by the boards, succession, by the nature of its relative infrequency is the most neglected one. ing’ instead of annual succession plan- created to recognize and give insight to ning. This can be done through more fre- people’s development. quent senior management meetings, l From subjective evaluation to an em- instead of annual or semi-annual reviews. phasis on results and tangible metrics Greater time can be devoted to follow- Specific measurements must be es- up at regular staff meetings. People and tablished to evaluate succession results. succession issues in business planning Some measures that have proven useful can be emphasized. are: the percentages of key positions that Finally, succession objectives into have at least two ready successors; the performance evaluation and man- percentage of key positions filled exter- agement can be better incorpo- nally; the percentage of developmental rated (For example, one action plans implemented; and the extent successor as their potential re- to which the process contributes posi- placement.) tively to business results. l From a short term re- Managing change is the first responsi- placement strategy to a long bility of any management. Since change is term development and re- ever more dynamic, good management – tention strategy and the process ensuring its continuation Balance the need for a steady – must be constant. To make it happen, supply of ready talent. The clear analyze your organization’s management benefit is reflected in employees’ ap- needs and communicate them to those preciation of their development and con- instrumental in selection decisions. Im- with the board of directors, the responsi- tinuous improvement. plement a continuous program to ensure bility for the quality of candidates and the l From an emphasis on ‘whom we that those needs will be met. attractiveness of the job rest with current have’ to an emphasis on ‘what we There’s another reason to make sure management. need’ that the very best people are at the top Among many responsibilities of the cor- Companies must create an atmos- of the world’s corporations. Today too porate boards, assurance of a sound suc- phere in which external talent can be many people, including members of many cession process is second to none. Yet hired to fill critical skill gaps, independent governments have the perception that among the key tasks addressed by the of job openings. ‘business is bad and the bigger the bad- boards, succession, by the nature of its l From position blockage to appro- der.’ relative infrequency is the most neglected priate turnover in key position Business bashing has reached record one. Promote and reward capable man- levels. And business is seen more and The secret is to make succession plan- agers, emphasizing managerial over tech- more as part of today’s problems, not at ning through people’s development as the nical skills. Good managers can routinely the basis for solutions through a strong core value in your corporate culture. In so assess the potential of incumbents in key economy. doing, you not only establish a process for positions, develop appropriate action Today’s business leadership is facing a succession planning for all levels, includ- plans, avoid position blockage and stimu- host of new challenges. As we move into ing that of CEO, but you also ensure a con- late appropriate turnover. an increasing global economy, we must tinuous supply of qualified candidates. l From insufficient bench strength ensure a solid succession of outstanding Thus, succession strategy in most or- to a pool of ready talent executives and managers. They will not ganizations must make six transitions: Two factors are vital to bench strength: only serve the interests of their enter- l From an annual event to a contin- the involvement of line management in prises and their stakeholders, but also ad- uous process creating individual-specific development dress key issues vital to the creation of a Organizations need to create an envi- plans, and its accountability for follow- strong climate for business, individual na- ronment of continuous succession ‘think- through. For example, awards might be tions and the world.nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 25
  • 24. MOTIVATION DR JAVED SAIM The writer is practicing psychotherapist BoostinG self-esteem Positive self-esteem in the workplace nurtures creativity and healthy work practices at work eople like working for companies that support them in feel- P ing good about themselves. They don’t like working for those in which they feel unvalued and manipulated by a ‘we versus them’ management style. When the year 2010 arrives to put the big squeeze on competition for competent employees, then perhaps we will remember the prophetic words of Rosabeth Moss Kanter, former editor of the Harvard Business Review: “The companies that are the best at creating a good quality of work life will be able to attract and retain the most skilled workers.” For those companies that are listening, the message is clear. It’s time to weed out working conditions that contribute to alienation, frus- tration and discontent. It’s time to implement training programs that teach managers and employees alike how to create work en- vironment that enhance self-esteem. Self-esteem is the attitude that one has towards oneself based on the sum of self-respect, self-confidence and self-responsibility. Although people can’t raise anyone’s self-esteem but their own, they can take action at work- place that nurtures the growing of other’s self-esteem. A person with high self-esteem is better equipped to deal with life’s problems. He or she is resilient, more likely to be creative and ambitious, more likely to form supportive relationships, more in- clined to be respectful of others and experiences more joy in life. But how is self-esteem made, and how is it developed in others? Eight behavioral keys are useful in enhancing self-esteem. Each key represents a set of specific behaviors that must be learned and practiced conscientiously for the best results.26 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 25. Without training, people can’t achieve. Without responsibility, people tend to become doers instead of thinkers. Enabled people feel good about themselves because they have the opportunity to excel. Empowered people feel good about themselves because they accept responsibility for their lives RESPECT OTHERS to be open with them when they never di- self-protection, maintenance of equilibrium Managers can demonstrate respect by rectly communicate to them what they’re and avoidance of fear and pain. When an being courteous, listening attentively and really feeling and thinking? employee is behaving unacceptably, first empathically, and maintaining eye contact. make an effort to understand what is caus- They can avoid lecturing and using a con- CREATE SAFETY ing the performance discrepancy—the dif- descending or sarcastic tone. A ‘safe’ environment is one in which peo- ference between actual and expected In far too many cases, people haven’t re- ple feel they can give input openly without performance. Help yourself and your em- ceived their fair share of respect in life and fear of ridicule or reprimand. They feel safe ployee to discover how he or she views the thus aren’t overly skilled at giving it to oth- to say, ‘I made a mistake.’ In this book, Talk- situation before determining what actions ers. Worse yet, those with low self-esteem ing Straight, Lee Lacocca advises, ‘only the can be taken to correct the problem. tend to become controlling, impatient, and boss can set a tone that lets people feel downright verbally offensive in stressful sit- comfortable enough to say those magic OBSERVE BEHAVIOR AND THEN uations, destroying whatever communica- words. ‘I don’t know’ followed by, ‘but I’ll find PROVIDE CONSTRUCTIVE FEEDBACK tion skills they have cultivated. out.’ When people feel safe, they are nat- One of the best training methods is im- Regardless of the circumstances, no urally inquisitive. When people don’t feel mediate, constructive feedback about per- manager will elicit exceptional perform- safe, they may become defensive, over con- formance. However, giving constructive ance from employees by treating them trolling, fearful, timid, or resentful—none of feedback is a learned skill. Whenever pos- with hostility, contempt, or lack of respect. which produces peak performance. Many sible, managers should be specific about managers can learn to create safer work an employee’s performance strengths and ENABLE AND EMPOWER environments that promote initiative, cre- then provide specific performance im- To enable is to give people the knowledge ative problem solving, open communica- provement feedback. They should avoid la- and skills they need to be successful on the tion, and greater teamwork. beling employees. People feel resentful job. To empower is to support people in tak- when judged and feel less worthy when ing self-responsibility. Without training, peo- TEACH PERSONAL LIMITS they know the praise is unrealistic. ple can’t achieve. Without responsibility, Most people were never taught how to people tend to become doers instead of set their personal limits with others – they NURTURE POTENTIAL AND thinkers. Enabled people feel good about were never taught how to tell someone re- RECOGNIZE DESIRED PERFORMANCE themselves because they have the oppor- spectfully, therefore unacceptable to them. People with low self-esteem are often as tunity to excel. Empowered people feel Abuse of any form is unacceptable. Every- frightened of their virtues as they are of good about themselves because they ac- one has the right to set personal limits. their shortcomings. cept responsibility for their lives, accept Managers have the opportunity to teach Shortcomings can create feelings of in- sources—and demonstrate that they can by example. Sometimes, it is necessary for adequacy, whereas virtues can create affect their lives in important ways. them to say to a verbally disrespectful em- fears of social alienation or taking self-re- ployee, ‘Your behavior is completely unac- sponsibility. The more people resist their ACT CONGRUENTLY & CONSISTENTLY ceptable to me, and continuing it will own potential, the more a manager’s pa- Behavior is congruent when what people demonstrate your choice to accept the tience is tested. As Dr. Robert Ball, former are feeling on the inside matches but what consequences.’ The challenge is to set per- executive director of the California Task they are doing and saying on the outside. sonal limits using a neutral tone, without re- Force on Self-esteem and author of Walk- Behavior is consistent when it is in charac- sorting to character assassinations or ing on Water, implores, ‘Be kind. Everyone ter and in alignment with personal and or- dictatorial commands. you meet is fighting a hard battle.’ ganizational values. Employees are at best The notion of enhancing self-esteem in confused and at worst distrusting of in- INVESTIGATE PERFORMANCE the workplace is not an impossible congruent and inconsistent management DISCREPANCIES dream, but to make it a reality, everyone behavior. Managers can create trust in All actions, inappropriate or not, are al- must commit to learning new skills and employees by being real and telling the ways related to a person’s attempt to sat- creating workplaces that breed positive truth. How can manager expect employees isfy needs, efforts at survival, self-esteem. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 27
  • 26. EVENTSINAUGURATION CEREMONY OF MANAGER TODAYMr Bakhtiar Khawaja Mr Max Babri Mr Shahid NafeesThe team of Manager Today Mr Danish ShahriyarSaba Kiani hosting the ceremony Venerated guests listening to the speakers Ms Medeeha J. Khan28 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 27. Mr Masood Ali Khan The audience listening to the guest speakers Manager Today Pakistan’s first Takhleeq) The electronic media gave an ex- magazine for personal and profes- Danish Shehryar (Former Head clusive coverage to the event. sional development was inaugu- of Training Allied Bank) The venerated guests had a very rated in a graceful ceremony held Shahid Nafees (Senior Training congenial and friendly time at the at the Royal Palm Golf & Country Manager Bank Alfalah) Hi-tea followed by a wonderful mu- Club on April 11, 2009. All the learned guests appreci- sical program exclusively arranged The ceremonious etiquette of ated the philosophy behind pub- by the musical band of Bank Al- the event was great. Starting from lishing such a unique magazine falah headed by Mr. Bakhtiar the recitation of Quranic verses it related to the Management and HR Khawaja. headed toward the speeches of the issues in Pakistani corporate sector. Such a wonderful gathering of honourable guests including In their addresses, speakers ex- more than two hundred guests Ijaz Nisar, Editor-in-Chief Man- pressed their hopes for great suc- proved a big success and a great ager Today & CEO Leading Edge cess of the magazine. They also source of encouragement as well Max Babri (Transformation life shared their experiences, giving a as appreciation for the whole team coach) number of great advices to young of Manager Today. n Bakhtiar Khawaja (Head Learn- professionals from different multi- ing & Development Bank Alfalah) national companies, banks and govt Masood Ali Khan (CEO employees present at the occasion. Mr Shakil A Chaudry Editor-in-Chief Mr Ijaz Nisar talking The musical band of Bank Alfalah, Lahore Tunes to the media www.themanagertoday.com June - July 2009 | MANAGER TODAY 29
  • 28. INTERVIEW PROFILE: IJAZ NISAR oshaneh Zafar, the R Founder and President of Kashf Foundation is a learned Would you please like to give an intro- duction of microfinance and its impor- tions lead financial institutions never to be- lieve in lending to poor people by calling economist. She represents tance? them illiterate, lazy, untrustworthy, irra- true face of the ideal women First of all, I would like to talk about the tional to build career or to run a business of 21st century who nurture myth of loans for the poor in Pakistan. etc. On the contrary, Micro financing is all a vision and are capable of There is a misconception that poor people about dealing with poor people. transforming their dreams into reality. Kashf Foundation are not credible to be given loans. They lack I learnt Microfinance from the world- is one of the leading microfi- abilities to utilise the amount and conse- renowned Dr Muhammad Yunas. I would nance institutions of Pakistan quently they turn out as defaulters unable like to quote one of his sayings here: "why representing her commit- to pay off the loans. Financial institutions do leave business for the rich and charity for ment to elevate the poor of not consider them credible. Same miscon- the poor?" Pakistan which is highly com- ception is prevalent about women. We also Why do we think that poor people can mendable. Despite being believe that poor people do not save and only get charity? Why can’t we assist them daughter of renowned for- they are so busy to get both ends meet to earn their livelihood by running their own mer Senator SM Zafar, she that they never think of savings. We also businesses? has earned a name for her- self through her genius, hard believe that poor people lack access to the And to provide them with that opportu- work, conviction and profes- market, lack awareness of documentation nity we need to establish financial institu- sional expertise. Well-known of any financial agreement due to being il- tions which are called microfinance economist Dr. Muhammad literate thus they will not be able to fulfil the institutions. Yunas has been an inspira- requirements of a lending, saving program Please tell us how and when did you es- tion in all her endeavors. or an insurance plan. All these misconcep- tablish Kashf Foundation?30 MANAGER TODAY | June - July 2009
  • 29. Kashf was started in 1996 with an Ac- sionals started Kashf with only 15 clientstion Research Program to replicate in the beginning.Grameen Bank in Pakistan. I am an econ-omist by training; I used to work with the Could you please articulate KashfWorld Bank. Before I started Kashf, I met Foundation’s mission and vision?Dr. Yunas at a conference. His ideas and Our mission is to provide cost-effectivethoughts were very enlightening to me. He and sustainable microfinance services tomade me realize that we can work for women in order to help them start busi-eliminating poverty, for women empower- ness and alleviate poverty. We mainlyment and for the economic development focus on economic empowerment ofif we work on microfinance. I went to women.Bangladesh in 1994, where I observedthe working of Grameen. Thousands of Kindly share with us the basic princi-women got loans and repaid them very ples, you indebted in Kashf Founda-successfully despite all the calamities tion?Bangladesh face like droughts, floods, cy- Microfinance is absolutely opposite toclones, typhoons etc, the borrowers al- the commercial banking. There are fourways return the loans in time. Then, I basic principles of microfinance which wecame back and spent a whole year in trav- have indebted in Kashf:eling all across the South Asia and ob- 1. A microfinance institution says: ‘no col-serving micro financing in the South Asia. lateral’. Your life is your collateral becauseFinally in 1996, with an ideal in my mind, I you have to feed your children; it’s the mat-along with a team of highly skilled profes- ter of your survival. If you are willing to June - July 2009 | MANAGER TODAY 31
  • 30. INTERVIEW the year 2000, we had 30 branches in our network. Our next challenge was to keep these 30 branches sustainable. Please tell us about the biggest achievements of Kashf Foundation? We have dispersed about Rs. 16 billion in the market, catering to 850,000 poor families. Right now, we have 300,000 ac- tive clients and 300 million rupees circu- lating in the market while successfully keeping up 99 per cent recovery rate. Such a high recovery rate determines that the poor are credible provided there is an environment that supports them. Recently, we had problems due to the mindset of our politicians who believe that microfinance is charity and there is no need to get that money back. We are working on creating awareness for re- moval of this misconception. Recently, we conducted seminars with a good number of MNAs and MPAs and also met the Prime Minister to convince the authori-take money for your betterment and for According to Dr Yunas microfinance is ties that microfinance is an essential sec-your survival, you can lend. about changing mindsets. If you can tor that can help alleviate poverty on a 2. Our second principle is: ‘you are poor, change peoples mindsets from being de- large scale.however, you have the skills, ability and the pendent on charity to be dependent onconviction to take money for earning business, you can transform a society. How does the State Bank of Pakistanmoney, so we will lend you’. That challenge of trust building and support and contribute towards the 3. Our third principle is ‘to make groups changing the mentality of people took us cause of Kashf?of single people devoid of external help and two years. I worked as a loan officer for The SBP has been very much support-support’. We make them partners. For in- two years. I wanted to understand what ive to Kashf. In 2002, we initiated thestance, we collect five like-minded women the business of microfinance truly was. I Kashf Microfinance Bank. The SBP im-belonging to a same community, make served 115 clients in two years; per- mediately issued the license. In fact, to letthem a group and responsible for one an- forming all duties of a loan officer’s job poor people sustain their growth, a cost-others loan repayments according to the from loan provision to its recovery thus I effective saving mechanism is essential.insurance rules and conditions. Empha- managed the entire portfolio of 115 The SBP has given a lot of priority to thesizing upon the money taken must be in- clients. microfinance sector. They have estab-vested in a business. Two years later, we faced our next lished funds, credit guarantees and also a 4. Our fourth principle is: ‘small loans biggest challenge of standardization and positive reduction strategy for the pro-and small repayments.’ systemization. We had to cut across a motion of microfinance banking. The Gov- Our first loan is of Rs. 10,000. A house- sustainable business model. Our first ernment of Pakistan has also recognizedhold pays that back in very small monthly branch was established in 1999 and by the role of microfinance for the uplift ofinstalments. Then we give a second loan common masses as it has included the ACTIVE BORROWERS BY SECTORof Rs.15, 000 and it gets increased ac- microfinance in its poverty reductioncording to the requirements of the bor- strategy. The Government of the Punjabrower and his credibility. is also very proactive. So, awareness and realization about the importance of ourWhat do you think are the biggest sector is improving and we hope for fur-challenges faced by Kashf Foundation ther improvement.right now? Our first challenge is of building trust. Do you see a tough competition for32 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 31. SUMMARY OF MICORCREDIT PROVISION raise more funds, we have problems in certain communities due to the political interference making people feel that such microfinance loans are not essential to be returned. With a stamp on a letter from a MPA or MNA which people show us, they try to prove that they deserve loans so do not ask for the recovery. Thus, we are facing difficulty due to this mindset. That’s why in the wake of these discouraging factors and an overall bad situation of the country, we have post- poned the expansion plan this year and we are only focusing on consolidation strategy this year. What is the ratio of male/female em- The last quarter of 2008 portrayed a dramatic downturn as microcredit growth ployees in your organization? entered into negative figures for the first time in more than two years. Active bor- rowers decreased by 7%, while the gross loan portfolio (GLP) of the sector fared There are nearly 40 per cent female even worse, falling by 12%. Given the overall economic condition in the country, and employees in our organization. But this is the consequent credit crunch being faced by a majority of the microfinance lessening on the management level. At providers (MFPs), this decline is perhaps not surprising. higher level, the ratio of women is de- creasing. I have 22 area managers: 50 per cent Kashf in market? and we practise certain things for the of them are women while the remaining In Lahore, Bahawalpur and Karachi we improvement of our sector. We come 50 per cent is comprised of men. are facing a tough competition. Our pen- with a sectorial code of consumer pro- As you see women are often forced to etration rate in the market is 12 per tection consisting of three characteris- leave their jobs temporarily for one or the cent. Kashf Foundation has 150 tics/principles. First, Transparency & other reason, meanwhile their male col- branches right now and around 2000 Truth in lending, second, Non Abusive leagues get promoted thus increasing employees across the country. The SBP Recovery Process and on third, we have the ratio of men at higher level. Other- grants us special facilities to open mobile a Customer Care System, where clients wise, we do prefer women workers in our branches for our microfinance bank can call in to complain and put their set up but it’s basically dependent upon where the vendors can collect money queries forward as well. On average, we their own capacity and availability. from the savers thus facilitating them receive four to five queries a day that Would you like to give any special mes- the most on the spot. We are allowed to means an active interest and participa- sage t o the women managers of today? get mobile vans going home to home for tion of the clients and common people Yeah, I would like to give a few guidelines collecting deposits; we can also hire too. to women managers which in my opinion agents to work for us. So it is not a com- will prove helpful to them in their careers: pulsion for us to establish a full service, Is there any expansion plan underway • Be very prudent in your business full-fledged bank and its branches regu- for Kashf? Where do you see Kashf planning. lated by the SBP. We can set up sub-of- next year? • Spend a healthy time in pondering fices and the advantage we have under We are planning to outreach up to over the terms and contingency of a new the law is that we can focus on what we 850,000 more clients, which would en- venture and never give up easily. call Alternative Delivery Channels which able us to outreach one million active • Do not expect miracles to happen can be of various kinds to actually bring clients but given the security concerns overnight. down the cost of depositing. and political situation in Pakistan, the • Focus on the product and the system global economic crunch and resultantly in operation; identify the market needs How do you find the response of civil our inability to raise funds, this year we and trends. society towards Kashf Foundation? will not be expanding Kashf. Most proba- • Trust your own self and also trust the We have a network called Microfi- bly, we would shrink by doing rightsizing. people around. There is no reason to nance Network where all the big players Because our clients are facing tough time doubt every phenomenon. n of microfinance MFIs are the members so we are also facing it. As we cannotwww.themanagertoday.com June - July 2009 | MANAGER TODAY 33
  • 32. CAREER BASHARATULLAH MALIK The writer is a professor of Marketing studies f ndingyour New rules for S uccess at work for most people means a job that is economically and industries, the biggest concentration of which is finance. Others are in consulting, real es- path psychologically fulfilling, contributing tate, and distribution. towards society and supporting a healthy personal and family life. Paths to success at KEEP YOUR EYES ON GLOBALIZATION work have been changing over the past two AND ITS CONSEQUENCES decades, and for several reasons. Every thing is changing, offering both gi- The shift in the world’s economy is altering gantic new opportunities and equally large the nature of managerial work, career paths, hazards. As a consequence of globalization and the structure and functioning of organi- and other forces, new competitors have en- zations. tered many industries. Markets have grown Are you looking for the Here are the six new rules to govern who in size, and all kinds of rules limiting competi- succeeds and who doesn’t in today’s post- tion have been dissolved. Some of these rules six rules that govern corporate world. were formal: the government’s regulations, career paths, wage labour agreements, and corporate bureau- levels and the nature of DO NOT RELY ON CONVENTION cratic policies. But many were informal, the Career paths that were winners for most ‘let’s set all our prices at this level’ pattern managerial work in of this century are no longer providing much that evolves in classic oligopolies. Both the today’s post-corporate success. Most business schools have con- strategies and career paths needed to win sistently taught with a big business focus. But have also changed. What worked well for world? although students from previous generations much of this century especially large-scale bu- Here we go appear to have gone mainly to big busi- reaucracy and professional management— nesses, more recent MBAs have increasingly is less often leading to success. In the turned to small business. Additionally, fewer post-corporate economic environment, what graduates have begun their jobs in manufac- looks unconventional to a mid-20th century turing than in the conventional past. Those in eye—the smaller businessman and many non-manufacturing are employed in different other people like him—are often winning.34 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 33. MOVE TOWARDS THE SMALL AND EN- ganization partly outside the firm’s official to spend much more time providing leader- TREPRENEURIAL AND AWAY FROM boundaries. Those involved with such ship. In this new environment, executives who THE BIG AND BUREAUCRATIC changes have left behind the usual emphasis cannot lead are increasingly having prob- Speed and flexibility are winning in an in- on conformity. They deal less with vertical re- lems. creasingly competitive world. lationships with a homogeneous group and If they are surrounded by non-leaders, their Some argue that talented people leave big more in horizontal relations to a more diverse firms usually perform poorly unless protected firms mostly to make more money. This drain crowd. In this sense, they offer a preview of in some way. If they are surrounded by lead- on talent hurts big firms and all the con- the future: a future with less hierarchy and ers, they are passed over for promotion. Indi- stituencies that depend on them, especially management, but more market-like relations, viduals who manage but do not lead are in lower-level worker who lose their jobs. The diversity of players, negotiation among indi- lower-level positions, making less money and whole situation is unfair. viduals and a greater need for leadership. growing slower businesses than their peers. How much truth is in this argument? A closer examination suggests that money DO NOT JUST MANAGE WHEEL AND DEAL IF YOU CAN maybe less of a factor drawing some people Now you must also lead to help make or- Huge opportunities exist in financial and to small business than is real responsibility ganizations winners. other deal making careers. and authority. Second, managers in big firms Although management was the central Globalization has increased the sheer num- do not create more new jobs today than do task necessary to make tall hierarchies func- ber of firms that might want to have relation- small business people. On the contrary, most tion, that process is less important in flexible ships of some sort with other companies, managers in large while small business peo- networks, especially relative to leadership and especially those in other countries. Dealers ple account for all new jobs growth. And negotiation. often structure these relationships. these jobs are not just poorly paid service po- In the relative stability of the past era, many Often today, the financial dealers working sitions. Finally, although many are following the trend away from big firms, they are never- In today’s increasingly fast-moving world, theless involved with efforts to help large busi- ness become more competitive. They do so business concepts, product designs, as consultants, suppliers’ distributions, and fi- competitor intelligence, capital equipment, and nancers. Indeed, despite surface appear- ances, these people have not abandoned big all kinds of knowledge have shorter credible life business—only tall command-and-control hi- spans. Firms and individuals rarely succeed erarchies, which are being replaced by much when they are static and try to live in the past more flexible forms of network organization. HELP BIG BUSINESS FROM THE OUT- firms performed well with managers and ex- for major investment banking houses act SIDE AS WELL AS ON THE INSIDE ecutives who spent more time managing like any banker, helping to supply a firm with Huge opportunities exist for consultants than leading. With demand equal to or money. But they also act like consultants, and other service providers. Everywhere greater than supply in many industries, the assisting the movement away from tall hi- today, big firms are being restructured. So key to success was simply getting the prod- erarchies towards flexible networks by they can compete better. This change in- uct out of the door on time and on budget. helping sell off parts of companies. Some- volves the replacement of tall bureaucratic hi- In today’s more competitive and changing times they work very closely with firms in a erarchies with smaller chains of command environment, this is no longer true. In some in- flexible network style, acting much like in- that are more loosely connected inside a firm dustries, supply exceeds demand. In others, ternal corporate finance or strategic plan- and more tightly linked to suppliers or dis- what is being bought is constantly changing. ning staffs. tributors outside the firm. Often called a net- To succeed, organizations now need to re- In today’s increasingly fast-moving world, work organizational structure, this new form duce costs, improve quality, develop new business concepts, product designs, com- can be much more flexible, dynamic, innova- products, and move much faster. The capac- petitor intelligence, capital equipment, and all tive and thus competitive. ity to produce useful change is becoming kinds of knowledge have shorter credible life Sometimes this restructuring occurs en- more and more the key to success. And spans. Firms and individuals rarely succeed tirely inside a large firm. A huge hierarchy is change requires leadership. when they are static and try to live in the past. broken up into smaller business units. A lim- As part of the move away from tall hierar- These conclusions have significant implica- ited group at headquarters oversees the new chies to flexible networks, organizations have tions for how people should manage their ca- company. This happens more often with out- delegated management functions to lower reers today, for how both big and small side help and with the newly restructured or- levels and asked middle to upper executives corporations should be run. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 35
  • 34. SALES & MARKETING SAGHIR AHMED Commitment road to sales successHave you ever wondered… Commitment is your promise, your sales profession. • Why some salespersons are more strong resolution with yourself to go to It can be defined by a few military ex-successful than others? the top and stay at the top – always! Be- pressions… • Why good fortune follows them wher- coming number one is about remaining • Don’t give up the fieldever they visit a prospective buyer? number one. • Do or die; don’t ask why • Why they always seem to come out Commitment is a passion, a potential • Never, never, never and never givewinners in any and every selling effort? universal force, that is as natural as sun- up Based on my years-long sales training shine. It is available to anyone who wants These are very valuable principles dur-experience in Pakistan and abroad, I infer to use it, and using it is as easy as walking ing the war times where the price of fail-that there are 3 types of salespersons: in the light. ure is death. But they lose their impact in 1. Order-Takers ( commonly known as Every successful salesperson follows our daily sales practices; failure is neverProfessional Beggars ) commitment whether or not they know it. final because failure in one sale doesn’t 2. Order-Makers ( who make things hap- For some, it comes naturally, but for most mean failure in sales career. However, thepen however tough competition may be ) salespersons, it’s a learned response to above slogans are based on a principle 3. Order-Creators ( the ones who really living, a right way that precedes and leads that applies to all aspects pf our daily lives:make a difference in the organization ) to career success. Commitment! Over 95% of so-called salespersons in Thousands of salespersons, once just This commitment to your sales careerPakistan are just talkers, devoid of pro- below-average, have turned their careers is the single most important ingredient forfessionalism. The difference in their atti- around by dint of their Total Commitment; success. Without it, you fall prey to ex-tude towards profession is primarily due many have gone from bottom to the top; cuses, procrastination, laziness and ato absence of proper training and self-de- many have attained high sales career po- host of other goal-defeating problems.velopment – and it all starts with a Com- sitions they once thought impossible; Commitment is strong, much strongermitment to Excellence! many others have replaced pain and than an ‘agreement’. It is your strong Winning salespersons are committed, struggle with joy and triumph. All have suc- pledge with yourself that, come what may,totally committed to their profession and ceeded beyond their dreams, and you can you will be willing to pay every price totheir career. Their commitment is their too! make things happen. Remember, everyWinning Power – a power so strong that Commitment is neither affiliated with success has a price tag, and that price isit can overcome any obstacle, achieve any any special inborn talent, not it is inherited always paid in advance and in full. There isgoal and put them exactly where they or borrowed. It is simple for every sales- no credit or installment system in thewant to be in their career and life. person who really wants to succeed in world of sales success.36 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 35. Commitment often requires sacrifice in reer objectives. You inner voice may also to be the best in your sales career, and order to achieve a particular sales target. conflict with your stated goals. This inner keep on staying against all odds; get up If your goal is to be the ‘ Salesman of the voice tries to fight commitment and wants after every fall, review your strategies; Year ‘, you’ll probably have to sacrifice an to get out of them. It may say: ‘Take rest; renew your commitments; recharge your active social life or pastimes for a while, you’ve already done a lot; it’s enough for enthusiasm and remember what Confu- and then you never, never quit, however, the day.’ But like a soldier facing the cius said: our greatest glory is not in never- the road maybe tough or hard to walk. enemy, you face your inner voice, your own falling, but in rising every time we fall. n Winners Never Quit: Quitters Never enemies (I call them exquisite ailments) The writer is a professional sales Win and defeat them valiantly. trainer and has conducted programs My life-long training-related observation Don’t let this be said about your sales for over 28 years in Saudi Arabia, has led me to believe that salespersons career… United Arab Emirates, Oman, Qatar, are like tea bags, and you never know their And nothing to look backward at USA and Pakistan. He has won Gold real strengths until they are put into hot with pride Medal in the International Sales boiling water, and commitment is the only And nothing to look forward to with Competition in USA, and has thermometer to gauge their resistance hope translated 2 best-selling books into power. So now and never any different! Urdu on Professional Salesmanship. He When you are committed to your sales Make a commitment right now; resolve can be reached at saghir@icms.pk career goals, attaining them is much eas- ier than you think. Your choices are clearer; you start moving towards newer, higher and loftier achievements, and you develop a high sense of self-esteem --- the hallmark quality of all top professionals. Being committed to your sales career is not at all easy; it takes considerable time, energy and efforts. That is why, so few salespersons make commitments and often have troubles keeping them. Commitment requires strong self-disci- pline, and a persistent inner voice to urge you to keep on keeping on. Self-discipline grows out of your commitment to your ca-www.themanagertoday.com June - July 2009 | MANAGER TODAY 37
  • 36. ENTREPRENEUR NABEELA MALIK38 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 37. Would you please give an introduction the completion of my diploma, my father of your family business and the begin- wrote a letter to me, telling me that he ning of your career? was planning to buy a shoe company. It My father started his career at a very was so surprising for me because I had young age when my grand father passed no idea of ending up into this business. away. However, on June 23, 1995, I landed We originally belong to Faisalabad at Karachi airport and the very next day, where my father owned a grocery store I was into the shoe company in Lahore named after my grand mother. My father to run it. This company was actually got married in a very rich family from being run by a sikh, showing off a heavy Nishat group. Despite belonging to a loss at the balance sheet. By looking at humble background, he was actually ad- the actual condition of the liabilities and mired for his religious mind and his hum- debts of the company, we decided to pull bleness. In early 70s he moved to out of the deal but my father being the Karachi and entered in ship making busi- man of his words decided to stick to his ness. At that time companies were being decision. Thus we had to put all of our nationalized by the regime of PPP gov- energies and resources for the success ernment. My mothers family lost its of the company. Six months later, I also charm and much of the monetary got married but did not compromise on strength. In 1982, my father went to my concentration level for my company. China to negotiate with the establishment During the course unfortunately, I re- “I would like to set up of a textile mill. Although, resources were ceived very poor response from my sen- a training school for very scarce at that time but owing to his iors, learned and sophisticated people hard work and dedication he established around, but I was supported a great shoemaking and his first textile factory in Karachi. deal by my illiterate and humble employ- would make In late 80s, the social and political situ- ees. ation in Karachi got deteriorated. A se- Please share with us the challenges arrangements to train ries of kidnapping for ransom had been that you had to face in the beginning people how to excel in started, fearing that, I was sent to Lahore of the company? to complete my studies in a college. The immediate challenges were the in- this industry. It is a Although, my father wanted me to consistency in steady flow of cash and technically sensitive study Commerce subjects, I owed to my the restoration of the company’s good mother’s wish and studied subjects of name. We sorted out the company’s fi- industry. As I myself F.Sc. Afterwards, I passed B.Com. I was nancial matters before actually restart- had studied it thus I never a very shining student but an aver- ing it. I remember after taking over the age one. At that time a couple of my company we gave all the employees a knew the technical cousins were leaving abroad for technical bonus on eid, I moved my working table sides, core knowledge studies in foot wear making. My father inside the factory area to sit beside the also sent me to the UK where I did a two- workers, I did not care for a an extensive, and skills needed for year diploma in foot wear studies at the lavish office for myself as I wanted to stay this industry.” University of Leicester. One week before available to my workers all the (CEO Hush Puppies) IT’S EASY, I LIKE ITwww.themanagertoday.com June - July 2009 | MANAGER TODAY 39
  • 38. ENTREPRENEURtime. At that initial stage, I had not shoes to some countries as well. But dueenough time to spend with my family to the recent terrifying incidents of ter-even. rorism in our country, our exports and But steadily with the grace of Allah, business with clients abroad has been af-Hush Puppies succeeded and we ele- fected a lot as they do not want to busi-vated from the minus status to the zero ness here any further. Personally, Iand eventually to surplus. always feel myself an ambassador of my What do you think are the main fea- country abroad and I always defend thetures of shoemaking industry? image of my land through all possible It is a labour extensive industry as well ways.as a very complex and highly engineered What are the Corporate Social Re-one too. It stands as a low energy con- sponsibilities (CSR) of Hush Puppies?suming industry and it can be estab- My parents are very much religious bylished with a low liquidity and less capital. the grace of Almighty Allah and so theyA lot of components are required for the are very punctual at paying Zakat. At thefoot wear industry including the molds, time of earthquake 2005, we helped thethe knowledge of items ranging from so- victims with maximum contribution fromphisticated material requiring trims and our company. Helping and facilitating oura lot of other small components. employees is our top priority. Does training and development help Secondly, I would also like to set up ayour company to grow and excel training school for shoemaking andmore? would make arrangements to train peo- Only two years ago, I attended a train- “Money is not ple how to excel in this industry. It is aing program organized by Mr.Ijaz Nisar everything and it must technically sensitive industry. As I myselfof Leading Edge. There I realized the im- had studied it thus I knew the technicalportance of refreshing knowledge and in- not be taken as the sides, core knowledge and skills neededcreasing it through trainings. I found it primary goal of life. for this industry. I would also request ourvery positive and effective for the busi- government to pay attention towardsnessmen and their professional lives. I Practically, I try to get shoemaking industry because of greatalso extended my reading habit to get up- mixed with my employment opportunities it offers. Anddated with the latest developments it requires around one tenth of the in-around the world and in my own industry. workers by wearing vestment amount needed for an auto- Being the CEO of a successful com- simple clothes like mated industry like textile industry whilepany do you follow any particular set it also engages a far big number of em-of principles to address your employ- that of theirs and I ployees providing them employment. Asees? always try to get a matter of fact, countries with big pop- First of all, I feel that a CEO must have ulations have established footwear in-a human heart to feel the pain and trou- closer to them to dustry on an extensive level just like ourbles of his employees. I am thankful to minimize the distance neighboring India and China. So in ourAlmighty Allah for his blessing of giving country it should also be established onme a kind heart. I never believe in devel- between me and my grand basis.oping business by following any unethical employees” What is your recipe to success?means. I believe in what goes around, I always encourage and motivate my-comes around. Money is not everything self for any small or big project by con-in life and it must not be taken as the pri- vincing myself thatmary goal of life. Practically, I try to get It’s easy, I like it! With this phenomenonmixed with my workers by wearing sim- in my mind I easily start and accomplishple clothes like that of theirs and I always my goals.get closer to them to minimize the dis- Pakistan that we own and operate our- Thus I think that my belief in ‘nothing istance between me and my employees. selves. Besides, we have granted some impossible or greater than the human How many outlets has Hush Puppies franchises also. We have made a busi- caliber, if accompanied by ethical values,’established within the country so far? ness agreement with Service also. Hav- is the key to my success. n There are 25 Hush Puppies outlets in ing a license from the US, we export our40 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 39. ECONOMY MARRYAM CHAUDHRY Writer is a Corporate Trainer & ConsultantHistory has revealed that a a significant number of people who are laid off turn to thinking aboutdoing what they had always wanted to do ecession has its downsides butR fected by recession. These are the busi- sports, baking, swimming, karate, hiking, the worst element of a reces- nesses that deal with the basic necessi- etc. The options are endless. Even a few sion is unemployment. The ties of our daily life. Here are a few moms can get together and arrange sluggish economy forces com- examples to get you started: birthday parties for children like at KFCpanies to cut back on their biggest costs: and McDonald’s or even at some park. ItPEOPLE a.k.a Human Resource. A steady CHILD CARE needs not to be on a very big scale, andsource of income is vital for the survival Recession or no recession, children will the extra income will be great!of many households. Losing a job can re- always be there. Since more and moreally be devastating and even traumatic. parents are working, they will need a FOODThere are very few who will have the help place to leave their children to be looked You can start a home based food deliv-of their previous employers to assist after while they are out at work. ery service to offices, or snacks or even athem in finding a new job. Many will be on So, why not set up good, clean, child day catering service. It all depends on you andtheir own and very depressed. This be- care centers? your imagination, use it to the maximumcomes the high time for employment and and be sure that food needs cannot berecruitment agencies, but even they will EDUCATION trimmed off due to any business recession.have their limitations as jobs become This is another field which can not bescarce. marred by recession. How about opening HAIR SALONS History has revealed that a significant a school, or starting a school van service, Hair salons and beauty parlors will al-number of people who are laid off turn to or tuition center, uniform and book sup- ways be “in”. No one cuts back the budgetthinking about doing what they had al- ply depot, etc. spent on getting a haircut!ways wanted to do. Now that they have Well, the children have gone to school, The options are endless and the ideasthe placement chance and some free come back, and did their homework– innumerable. It all depends on your moti-time they can try to set up something of now what? Children have so much en- vation and devotion. The best way to gettheir own, which was not possible during ergy and need a positive outlet. One can started is to think of what you like to doa steady job. Another positive factor is start a hobby center to teach children and what you are really good at. Thenthat many of them succeed and in future various interesting things while keeping make a survey of what can be done.become employers having their own em- them occupied for the parents as well. There are many organizations that helpployees. They can be taught arts and crafts like start-up businesses in terms of skill as If you are interested, here are such on MAD, on the Pogo Channel. Or they well as finances. So make a plan andbusinesses which do not seriously get af- can be engaged in science projects, start today. It will be worth an effort! nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 41
  • 40. ANGER MANAGEMENT TAUQEER SALEEM KHAN The writer is a professor of Psychology42 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 41. et’s face it—anger is a fact of life. L Our world is filled with violence, ha- tred, war, and aggression. In essence, we grow up with anger right O CATHARSIS HYPOTHESIS n the subject of anger, I have a self-serving theory, which is that my quickness to become furious about petty matters—chiefly, the price of train tickets and the strange way that any street I move to instantly becomes the site of major con- from the beginning of life. Anger is a com- mon human emotion. We all feel it. And we struction works—is actually a good thing. feel it more often than we like to admit. After all, it doesn’t show that I’m fortunate enough not to harbor far deeper, more de- structive rages against my parents or bullies from childhood or society in general? I real- But before going any further, we need to ize there’s an alternative interpretation, which is that I’m just an irritable curmudgeon. But make a clear distinction between anger that isn’t half so consoling whenever I find my fists involuntarily clenching as some train and feeling hurt or irritated. As anger is company executive explains that it’s easy to travel cheaply as long as I book eight year in linked with a lot of symptoms like aggres- advance. What one should do on such occasions? Self-help authors have always claimed sion, apathy, violence, self sabotage, anger it is to find a harmless way to vent. ‘Punch a pillow or a punching-bag,’ writes John Lee in management is a Herculean task. Anger Facing the Fire. ‘Punch with all the frenzy you can. If you are angry at a particular person, is required for national defence. Anger is imagine his or her face on the pillow or a punching bag… as you will be doing violence to a responsible for real events like terrorism, pillow or punching bag you will stop doing violence to yourself holding in poisonous anger.’ violence and suicide. Anger is a message. This is the ‘catharsis hypothesis’ – the idea that it’s better out than in – and in the world of pop psychology it has the status of an article of faith. It is applied to worry, too, which ex- Anger tells you that you are hurt and you plains ‘a problem shared is a problem halved.’ But the real problem turns out to be with dont want to be hurt. the hypothesis itself. (Also who actually owns a punching bag?) We’re so accustomed to Aggression results as a psychological thinking of our emotions using the metaphor of a pressure-cooker, or a bottle with a cork defence against threats of fragmentation. in it, that we’re barely aware of what we’re doing it. According to this ‘hydraulic metaphor’ That is, as infants, we are just a jumble of emotion build up inside an individual is similar to hydraulic pressure in a closed environ- diverse biological processes over which ment. A researcher on anger, Brad Bushman says: “If people do not let their anger out, we have no authority, and our first task in but try to keep it bottled up inside, it will eventually cause them to explode in an aggressive life is to develop a coherent identity which rage.” But Bushman’s experiments, and a string of others since the “pulls together” this fragmented confusion. 1950s, show that venting makes things worse. In one classic study, partici- pants were insulted, and then some were allowed to hammer nails into Apathy is really a veiled form of anger be- wood for several minutes. Subsequently, given the chance to criticize the cause, like all anger — apathy, even though person who insulted them, the nail-pounderers were significantly more hos- it achieves its goal through passive indif- tile. Maybe the hammering provided some physiological relief, but their un- ference, ultimately wishes harm on an- derlying anger had been stoked. Rather than punch a pillow, Bushman other person. Anger itself acts like a recommends doing something incompatible with anger, such as reading poison in your own heart that ultimately or listening to music. That will not address the cause of the anger, of degrades the quality of your own life as course, but it will leave you in a better frame of mind to do so. Likewise, much as it hurts the life of another person. a study last year focussing on teenage girls concluded that the obses- FIRST STEP In learning a healthy re- sive discussion of worries—‘co-rumination’—often exacerbate negative emotions: a problem shared isn’t always a problem halved. This isn’t sponse to feelings of hurt and insult is sim- an argument for bottling things up; talking obviously, is a crucial way of ply to acknowledge that you’re hurt. finding solutions to problems. But it maybe an argument for realizing SECOND STEP Follow the hurt back into that we’re much more complex than bottles. its roots in the past to all those times and Courtesy: The Guardian circumstances when you felt the same way. Failure to recognize old insults only makes the current insult seem far larger FOURTH STEP Forgiveness. It is all too need for self-defence be reconciled?” than it really is. easy to present yourself as a ‘nice’ per- Well, I’m not about to try to tinker with na- THIRD STEP Avoid the popular response son when, deep inside, you really remain tional defence strategy, whether through to feelings of hurt and insult. Revenge per- an angry ‘victim’. Those who value true commentary or through protest. Psy- meates our culture because it permeates love act with confidence, straightfor- chology concerns the individual, and for- the human unconscious. Revenge, there- wardness and honesty, whereas those giveness is an individual act. And for that fore, is what we most commonly experi- who present themselves as nice are matter, peace is also a matter of individ- ence in our unconscious fantasies when often merely hiding the depths of their ual will, not of politics. No government can we become frustrated. Often, these urges anger behind a show of smiling appease- order you to love, and no government can to avenge break out of the unconscious into ment. order you to hate. So ultimately you have the real world and become real events such What about national defence? You to live—and die—with the destiny of your as terrorism, school violence, or suicide. might ask. “How can forgiveness and the own conscience. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 43
  • 42. INTERVIEW ACADEMIA NABEELA MALIKAn exemplary educationistPROFILEPROFESSOR DR MUHAMMAD EHSAN MALIK a Ph.D. from Leicester University Man-agement Centre, UK, is a vibrant personality. He’s been holding various important, high pro-file positions throughout his career as an educationist. Currently, he is serving as DirectorGeneral, Punjab University Gujranwala Campus, Dean, Faculty of Economics and Man-agement Sciences, Punjab University and Director, Institute of Business Administration,Punjab University, Lahore. His professional background since 1981 to date is a journeymarked with hard work, distinction and excellence. He’s been representing IBA and Pak-istan to many national and international workshops, conferences and seminars. Despitebeing a man of great stature, he’s very down to earth, lively and well-disposed. He partic-ipates in different sports and loves listening to music in leisure time.Please inform us when was the Institute of Business Administration established andhow many graduates it has produced so far? IBA was established in 1972. Since that time around 18 badges have been successfullypassed out. It has produced great names like Shaukat Tareen (financial adviser to the PrimeMinister) and the world-renowned cricketer Ramiz Raja including many other prominent per-sonalities.How does IBA make a difference imparting business education? Look at the history of this institute. It used to be a small department imparting educationof business studies. It grew and was upgraded as IBA in 1989. Its faculty and the quality ofeducation are of high standards. As I believe faculty and quality of education provided with anenabling environment always makes a difference. For this high status, we’ve struggled a lot.And by this time Alhamdolillah IBA, PU has become a great name among other businessschools of Pakistan.Would you please like to throw light on the mushrooming of MBA institutions in ourcountry and the quality of their products? This mushrooming is not producing quality graduates and professionals. To control thistrend the Higher Education Commission of Pakistan has decided to establish Business Edu-
  • 43. cation Accreditation Council (BEAC). We are working on it and once it is established, it’ll bringa great improvement in the standard maintenance of business studies in our country. The As-sociation of the Management Developments in South Asia (AMDISA, an organ of SAARC) isalso working in this regard. This peer group will help improve the situation eradicating the un-necessary mushrooming of business schools in Pakistan and in our neighbor countries as well.Kindly articulate the measures on which an educational institution should be estab-lished? First off, institutions should also be free of all kinds of politics. Secondly, while establishing institutions, the focus should be upon hiring of qualified doc-torates of the subject to produce more specialists and doctorates in future. Unfortunately itis not the case with our business institutes. We do not have Ph.D. professors, not even re-search journals are available here. Ranking of institutions require research which can not beconducted without the presence and supervision of a competent faculty. I must say ensuring a feasible environment; a comfortable infrastructure and winninglearned faculty are the main features for any institution.How long will it take us to produce business Ph.Ds in Pakistan? In fact the MBA degree was taken as a high profile qualification in terms of money but notin terms of education. That is why we do not find any Ph.Ds in business administration whencompared to innumerable PhDs in almost all other fields. Unfortunately IBA has not produceda PH.D. so far. I am the first genuine Ph.D. of business studies present here at the Universityof Punjab. There are also a few other Ph.D professors in business management studies butthey did not stay here. In IBA, I started Ph.D. in 2005 yet due to absence of supervising fac-ulty; the students could not continue their thesis and research journals. Now I have estab-lished Institutional Doctoral Program Committee (IDPC), where I am enrolling Ph.D. and M.Philscholars in business administration. Here five out of ten students have already started theirPh.D research. Well hopefully by the next year we will start regular M. Phil and Ph D pro-grams as well in IBA. Sir, how do you define leadership and role of top management in an organizationalstructure and its performance? The structure in Pakistan is more centralized as most organizations are private limited,family-owned concerns. The baby born yesterday is a director of the company today so inmost organizations the owner and his family are in the top management whether they havethe ability to manage or not. So the real leaders are the people who are hired as marketingmanagers and HR manager etc but these people never get the chance to go to the confer-ences, seminars and trainings so they don’t have the opportunity to develop themselves. Un-fortunately this is our culture which we need to change.45 MANAGER TODAY | June - July 2009
  • 44. INTERVIEW ACADEMIA For last eight years, many bad things have been happening in I did I.Com and finally I could complete M.Com being on the sameour country but some good things have also come to the sur- track.face as now people are realizing that if they won’t develop them- During M.Com I worked for some private companies but my fa-selves they won’t be able to appear on international front so ther suggested me to select teaching as my profession. My fa-international exposure is very important to be accepted in the ther was of the opinion that as majority of the teachers in countryinternational market. They need to develop the leadership skills. was poor and the profession was never taken as a high profiledHere I want to make it clear that by saying leaders I don’t mean one, the students kept suffering. He thought that if I would jointhe political leaders. I’m pointing at the business leaders. this field, I might serve towards its improvement. I acted upon the advice of my father and excelled in my pro-What are the job opportunities for busi- fession. By now I have received manyness graduates in Pakistan? awards from the government as an ac- At present, all the nations of the world knowledgement of my services andare facing an economic meltdown. The achievements.companies which used to show bullishtrends have turned bearish. A huge down- Please share with us your philosophysizing policy has been adopted by many of about work?the large companies. So, job opportunities I’ve been serving on three important po-have squeezed all over the world. sitions in Punjab University simultaneously But the major problem in our part of the but the important thing about me is thatworld is that of inefficient utilization of re- wherever I work, I fulfill the job’s require-sources. We do not lack sources but the al- ments and I never make excuses. The keylocation and maximized use of sources is to success and excellent performance isnot ensured yet. Our nation is simply wast- that one should always be producing re-ing its time without utilizing its human re- sults and if one cannot meet many dutiessource. We are a nation of doers, not of at a time, one must quit soon instead ofcontributors. Only hard work and sincere making mess of the whole setup.efforts towards achieving our goals canlead us to success by overcoming our You are performing on many key re-shortcomings. The mushrooming of sponsibilities. We would like to know business schools is not about your strategy for keeping an ex-Sir, do you think there’s a need for our producing quality cellent work-life balance?youth’s career counseling in the educa- I believe in practicing and maintaining thetional institutions? graduates and theory of time management in my life. One Without proper counseling, our policies professionals. To key to be punctual is to offer Namaz regu-will not bear maximum fruit. Career coach- control this trend the larly. It influences your time managementing might serve as a milestone to a suc- the best way. Thus it consequently ensurescessful and satisfactory profession in one’s Higher Education my work-life balance. Actually, there is no ac-career. Commission of Pakistan tivity beyond human capacity. No matter I recommend that there should also be a has decided to establish how much workload is upon you, your natu-strong linkage between the academia and ral human capacity is flexible enough to per-the corporate sector. That way we can Business Education form all of them provided you can managemaintain better and productive career Accreditation Council your time and potential in the accuratecounseling. (BEAC) manner.Would you like to give us some insight Sir, please share with our readers theinto your early life, education and career components of success in life.establishment? Yes there are four main componenets of success in life: ‘confi- Yes sure. After completion of my matriculation with science dence’ ‘determination’, ‘commitment’ and ‘honesty’. I want to for-subjects I came to Lahore along with a few friends. Here one of ward a message to all the readers that honesty is the only policyour teachers guided us to study the Commerce subjects as we that ensures success. Remember that one can be confident onwere not comfortable with science subjects provided they were wrong mindset, determined for wrong purpose and committedall taught in English language. So we decided to study the Com- for performing some harmful act, if all these factors are not ac-merce subjects. Also on encouragement from my elder brother, companied by honesty everything would go futile. n46 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 45. CUSTOMER CARE HASEEB NISAROne-minutecustomer In a matter of 45 to 60 seconds, he managed to bring forth small detailsof good customer service hink of customer care and I goT back in time to a service experi- ence I witnessed at a carnival or-ganized by a group of different foodcompanies—an unusual experience I can-not help but share with you. It was the case of satisfying a one-minute customer. I picked up my wifefrom her office and went to the carnivalstraight from work. We were thoroughlyexhausted going around the place. So wevisited a stall where they were servingfree tea. I stood aside with the bags whilemy wife went to get us tea, as there wasa separate line for ladies. When anything is free, there is usuallya mad rush to get it even if you don’t wantit. A similar situation prevailed there. Eventhe ladies’ area seemed quite crowded. I was watching this young guy who wasserving the ladies. What made the situa-48 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 46. ATTITUDE The business service. Have the environment where I thought to myself about how long he must have been on duty that day and right attitude profits are determined what must be making him smile in a situ- When hiring someone, the interviewer wants to be sure of two things—skill and ation where, under normal circum- more by volumes than stances, any other person would have will. Skill shows whether you can do the job or not and will reveals how you’ll do paper-thin margins, been fed up with the melee in front of him. it—enthusiastically, with a positive atti- tude or carelessly, with a negative atti- In a matter of 45 to 60 seconds, he every one-minute managed to bring forth minute details of tude. It is more important to have the will because if you have that, skill can be de- customer counts in good customer service such as: veloped. An interview is normally pre- • Smiling at the customer ceded by a psychological test that building your client • Understanding their needs assesses your will or attitude. It is basi- cally non-threatening by nature. Be hon- • Excellence timing base and business. • Being friendly est while answering. Prepare for the interview. This will make you confident. Every satisfied one- • Being focused Start with self-assessment of your skills, knowledge, strengths and weaknesses. • A thank you in the end minute customer can ONE MINUTE BUSINESS Also learn about the employer. While waiting for your turn, try some mean a million-dollar Don’t we see similar situations at many positive self-suggestion. Tell yourself that fast food outlets that take pride in serv- you can do it and if you don’t pass the in- business. ing customers within a specified time? It terview, there is something better in store. When you enter the room, greet is possible that they serve customers the interviewer with a firm handshake quickly, but the question is how are the and an enthusiastic smile that will set customers served? the tone to make a lasting impression. tion unusual was his calmness and Are they also focused on the cus- Dress in semi-formals. Verbal as well as non-verbal communi- steadiness as the guy despite the rush, tomer? Are they friendly and genuine in cation skills should be utilised effectively seemed composed and managed from their greeting? Is the service accompa- to create a positive impact. Don’t look behind the counter to maintain a queue nied by a smile? Do you hear a ‘Thank you, elsewhere while answering. Have an eye and hence avoid hot tea spilling on oth- do come again’? Or do you hear a ‘Next’ contact with the interviewer. Things like putting your bag on the table or sitting ers. He asked each one about the even before you can turn your back? cross-legged make a huge difference to amount of sugar they wanted and if they In short, are customers only served your impression. Ultimately, the inter- wanted milk too, and often saw cus- within the prescribed time or does it viewers ask two questions—what value tomers off with a parting remark de- come with service that he or she would can this employee add to the company and why does he want to join the com- pending on the person in front of him. I cherish, come back more for or relate to pany? There is no definite answer to stood watching him till my wife brought others? Is speed the only criterion or is it these and they have to be answered our cups. speed with customer focus the magic po- keeping in mind the employer’s needs in During the entire time I spent watching tion? light of your own skills and motivation. Throw some light on your achievements. him serve the ladies, he had a smile and Good customer service is when you Interesting hobbies will add value, espe- a manner of conversing that seemed manage to combine all this. The proof of cially if you don’t have work experience. easy. good service is when customers depart Never bluff. You will be caught immedi- The time he spent with each person satisfied with a ‘Thank you’ and a smile ately. Acknowledge that you don’t know the answer and say you’ll check up. Know must have been around 45 seconds. write large. your resume well because the inter- Since there was constant stream of Remember this is a reflection of your viewer is likely to go over it and ask you ladies, he was kept busy preparing tea. It smile and gratitude to them—the real re- questions about it. Listen carefully. It is seemed that while he was doing a me- ward for good service, coming from your very offending for the interviewer if you ask him to repeat a question. Ask rele- chanical job, he was focused on the per- one-minute customers. As the age-old vant questions during the interview. This son in front of him. Even my wife managed saying goes, ‘a million drops make a will project that you are hardworking and to get her cup of tea quite in line with her mighty ocean’. This business environment want to learn. Question the growth op- taste and a parting comment from him where profits are determined more by portunities for you. Avoid questions about salary as the interviewer will gen- on the ration of tea to milk and sugar. volumes than paper-thin margins. Every erally ask you your expectations about ONE MINUTE SERVICE one-minute customer counts in building remuneration. If you are not selected, Being free, the tea need not have been your client base and business. Every sat- don’t feel dejected. An interview is about laced with good service. But this was a isfied one-minute customer can mean a matching a skill set. Remember, there is always a much better place where you wonderful sight of excellent customer million-dollar business. n will prove to be the right fit.www.themanagertoday.com June - July 2009 | MANAGER TODAY 49
  • 47. COMMUNICATIONManager’s Humour CornerFIRST DAY IN A MNC The manager looked at him, laughed and Man: 18 days. asked him to sit down saying: “My friend, Manager: OK! I do give you a two-weekA man joined a big multinational com- you have not worked here for even one annual sick leave. Now minus those 14pany as a trainee. day.” days from the 18 days left. How manyOn his first day, he dialed the kitchen The man got surprised to hear that, but days do you have remaining?and shouted into the phone: the manager went on to explain: Man: 4 days"Get me a cup of coffee, quickly!" Manager: How many days are there in a Manager: Do you work on the New YearThe voice from the other side re- year? day?sponded: "You fool; you’ve dialed Man: 365 days and some times 366. Man: No sir!the wrong extension! Do you know who Manager: How many hours make up a Manager: Do you come to work on theyou’re talking to?" day? Labor Day?"No!" replied the trainee. Man: 24 hours. Man: No sir!"It’s the Managing Director of the com- Manager: How long do you work in a Manager: So how many days are left?pany, you idiot!" day? Man: 2 days sir!Trainee shouted back: "And do you know Man: 8 AM to 4 PM. i.e. 8 hours a day. Manager: Do you come to work on thewho you are talking to, you Manager: So, what fraction of the day do National Day?idiot?" you work in hours? Man: No sir!"No!" replied the Managing Director an- Man: After doing some arithmetic, said: Manager: So how many days are left?grily. 8/24 hours i.e. 1/3. Man: 1 day sir!"Thank God!" replied the trainee and put Manager: That is nice of you! What is Manager: Do you work on the Christmasdown the phone. n 1/3 of 366 days? Day? Man: 122 (1/3x366 = 122 in days). Man: No sir!NEVER GO TO HR FOR HELP Manager: Do you come to work on Manager: So how many days are left? weekends? Man: None sir!After two years of selfless service, a Man: No sir. Manager: So, what are you claiming for?man realized that he had not been pro- Manager: How many days are there in a Man: I have understood, Sir. I did not re-moted, no transfer, no salary increase year that make weekends? alize that I was stealing company’sno commendation and that the company Man: 52 Saturdays and 52 Sundays money all these days.was not doing anything about it. So he equals to 104 days. Moral:decided to walk up to his HR Manager. Manager: Thanks for that. If you remove Never Go To HR For Help! nAfter exchanging greetings, he told the 104 days from 122 days, how manyHR Manager about his observation. days do you now have?Vocabulary Bank SHAKIL A. CHAUDHARYBargain-hunter: Bigmouth: of opinionssomeone who looks for things to buy at a someone who talks too much, especially in lThe People’s Party is a broad church.cheap price an opinionated or gossipy way Bully pulpit:lThis city is full of bargain-hunters. l He is a bigmouth but I like him. a public office of sufficiently high rank thatBastardize: Brown-bagger: it provides the holder with an opportunityto spoil by changing its good parts someone who takes his/her lunch to work to speak out and be listened to on any mat-lThe plot of the classic novel was bas- or school tertardized with an obligatory Hollywood Broad church: lThe American presidency is a bully pulpit.happy ending. an organization that contains a wide range Busybody:50 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 48. The Power of ON BOSS’ DISCRETION Once Omar, Waqar and Raheel were traveling in an auto-rick- shaw. They met with an accident and all three of them died. An angel was waiting for this moment at the doorstep of death. He asks Omar and Waqar to go to HEAVEN. But, for Ra- one Getting the best from yourself and others all starts with one: one thought … one word … one action. “One” is the first note in orchestrating the personal attitude that shapes and directs your life – and impacts the members heel , Angel had already decided that he should be sent to HELL. of your team. Contrary to the lyrics from a classic rock song, Raheel is not at all happy with this decision. He asks angel as one is not the loneliest number. It’s the most important one! to why this discrimination is being made. All the three of them Your thoughts, words, and actions are like individual notes that had served the public. Similarly, all took bribes, all misused pub- work in concert to create the power of one person – YOU lic positions, etc. Then why the differential treatment? – to make a difference. You can harness your “power of He felt that there should be formal test or an objective eval- one” if you simply: uation before a decision is made; and should not be just based • Catch one negative thought and turn it into a positive one. on opinion or pre-conceived notions. Angel agrees to this and • Think of one thing for which you are grateful at the begin- asks all the three of them to appear for an English test. ning of each day. Omar is asked to spell “PAKISTAN” and he does it correctly. • Say one “Fantastic!” when a friend or team member asks Waqar is asked to spell “ENGLAND” and he too passes. It is Ra- how you are doing. heel’s turn and he is asked to spell “CZECHOSLOVAKIA”. Raheel • Assume the best in one upcoming situation. protests that he doesn’t know English. He says this is not fair • Keep on moving one more time when you experience ad- and that he was given a tough question and thus forced to fail versity. with false intent. • Help one friend or colleague in a time of need – and take Omar is asked: “when did Pakistan get independence?” he pride in it. replied “1947” and passed. Waqar is asked “How many People Many people used to feel that one vote in an election could- died during the independence struggle?” he gets nervous. n’t really make a difference. Well, recent political elections Angel asked him to choose from 3 options: 100,000 or that have been decided by razor thin margins have proven 200,000 or 300,000. Waqar catches it and says 200,000 them wrong. and passes. A single act can make a difference. It can create a ripple ef- It’s Raheel’s turn now. Angel asks him to give the name and fect felt many miles and people away. address of each of the 200,000 who died in the struggle. Ra- So, ask yourself: what’s one thing I can do today that will heel accepts defeat and agrees to go to HELL. make a positive difference in my attitude? Then DO IT! Moral of the story: Repeat that process every day and your life will improve – IF YOUR BOSS HAD DECIDED TO SCREW YOU, THERE IS NO and so will the lives of the people you lead. ESCAPE n Pass it on (to more than one other person)! n someone who meddles or pries into the af- 1961 novel Catch-22 by the US novelist presumptuously seeks a position or suc- fairs of others; nosy-parker Joseph Heller. cess in a new locality. lAre there any religious busybodies in l It’s a catch-22 situation—without experi- l After the Civil War the carpetbaggers your neighbourhood? ence you can’t get a job and without a job from the north tried to take over the south. Catch-22: you can’t get experience.—Longman Dic- These people carried all their belongings in a situation in which you cannot do one thing tionary carpetbags. until you do another thing, but you cannot Carpetbagger: Cherry-pick: do that until you have done the first thing, an outsider who seeks power or success to choose things that support your argu- with the result that you can do neither. The presumptuously. ment, while ignoring things that contradict expression comes from the title of the l An outsider, especially a politician, who it. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 51
  • 49. BOOK REVIEW MUHAMMAD YASIR Rich Dad, Poor Dad n Author: Robert T. Kiyosaki with Sharon L. Lechter, CPA What is the difference in the worldview and attitude of people who become rich compared to other people? What things do they do differently to have such different results in their lives? obert T. Kiyosaki had a unique op-R of becoming rich. In addition to publishing tually liabilities - for example: a residence, a portunity to find out. Roberts fa- the information in this book, he has devel- car, a boat. When we accumulate these ther was an educator and public oped a game, CASHFLOW(tm) 101 to help things, we are not really accumulatingadministrator. When Robert was a young people develop their financial intelligence. wealth, we are consuming it. If we haventboy, he and his friend, Mike decided they Some of the ideas Robert presents re- accumulated sufficient assets and we ac-wanted to learn how to become rich. They inforce those in other books we have re- quire these "toy" liabilities, we are puttingstarted by trying to make (counterfeit) viewed. Like in ‘The Millionaire Next Door’, the cart before the horse. Instead, wemoney. Robert points out the difference between should emphasize regularly on acquiring Roberts father explained to the boys this having a big salary and building wealth. In stocks, bonds, tax lien certificates, rentalwas illegal. He also admitted he did not ‘The Richest Man in Babylon’, Robert em- real estate, and other investments. Weknow how to become rich, but suggested phasizes the importance of paying yourself also need to learn to build value and getthe boys ask Mikes father how to go about first. In his opinion, its more important to some tax shelter by building our own busi-it. So Mikes father, an independent busi- systematically invest a portion of your in- ness. We must develop our financial intel-nessperson, became a mentor to Robert, come than to pay your bills or to pay your ligence, make risk our friend, andhis "Rich Dad." taxes. (A controversial concept) accelerate our financial growth. Although This book is a fascinating story of how Robert also has a definition of an asset diversification is appropriate for preserv-the Rich Dad taught Robert the lessons he versus a liability that is different from con- ing accumulated wealth, the investor usu-needed to learn to make himself financially ventional accounting. Investors generally ally must take the additional risk of focusedindependent. Robert has learned that our focus on accumulating assets and avoid li- investments in order to initially accumulateeducational system is pretty good at pro- abilities. Simply stated, assets generate in- wealth. Bigger returns require acceptingducing employees, but not very good at come or cash. Liabilities consume cash. more risk. Rich Dad, Poor Dad is the kindproducing people who are good at man- Rich people accumulate assets. People of book that opens your mind to new pos-aging their finances wisely. He now who arent rich accumulate liabilities. sibilities. Whether to contribute to yourteaches people how to apply the principles Some things that look like assets are ac- childs financial education or your own. n52 MANAGER TODAY | June - July 2009 www.themanagertoday.com
  • 50. MOVIE REVIEW MUNIR HUSSAIN Coach Carter Directed by: Thomas Carter Produced by: David Gale, Brian Robbins, Michael Tollin Written by: Mark Schwahn, John Gatins Starring: Samuel L. Jackson, Robert Richard, Rob Brown, Debbi Mor- gan, Ashanti, Rick Gonzalez, Antwon Tanner, Nana Gbewonyo, Channing Tatum Running time: 136 min. Rating: 4 out of 5 A movie that inspires kids to go to college, or just as easily gets you to go home, type up that resume, and apply for a better job around, the team puts together a histori- way towards fears, but Jackson walks the cal winning streak; Coach Carter is forced line so well that you cant imagine anyone This movie is based on a true story. to implement his newly-set academic pol- else in the role. When he reminisces Samuel L. Jackson plays the role of a icy by locking the team out of the gymna- about his old glory days, you believe him; coach, Ken Carter, a man with military sium. It appears as Coach Carter has a when he shows the importance of princi- background who takes over a high lot to teach these young men and basket- ples, you wish you could have his convic- school’s basketball team named, ‘Rich- ball is pretty far down his hit list. The tions. And when the time comes to mond Oilers’ which is just a bunch of bad movie, released in 2005 is one of the best convince us that his team wouldnt want boys who neither have respect for the movies ever made on the game of bas- to make him angry, well, he is Samuel L. game, nor for each other and obviously no ketball. You dont need to be a fan of the Jackson. reverence for their coach. Their commu- game to appreciate this tale of troubled Samuel L. Jackson has really put energy nity is quite disappointed with the team’s youth being pushed to learn respect for and wisdom in his character when he misconduct and bad performance record. others and succeed by believing in team talks to the boys telling them that their fu- Their only hope is the new coach, Ken spirit and hard work. It gives a universal ture lies in their own hands and that the Carter but he has something else on his message that what one has to be in life is world wants them to fail; you can feel the agenda. He is not there to teach these to be a human first of all. inspirational words floating down off the boys the game; he is there to teach them The role of Coach Carter gave Jackson screen and into the audience. This is the respect, teamwork as he wants to make the real kind of leading-man breakthrough type of movie that inspires kids to go to them champions not only in the game but which hes been trying to have for years. college, or just as easily gets you to go in real life as well. He asks his team to sign When these kids greet their coach with a home, type up that resume, and apply for a contract that obliges them to make a very bad name and he responds by calling a better job. I feel there are only a few ac- few pledges including maintaining a 2.3 them sir --- the character is in danger of tors who can balance the abundance of grade point average in studies, attending becoming too stiff; when he responds to a strength and wisdom that Samuel L. Jack- their lectures and sitting in the front row dissenting student by pushing his face into son brings to the role with his terrific act- in every class. As the things start to turn the wall, the pendulum swings the other ing making people want to listen to him. nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 53
  • 51. HEALTH & WELLNESS Relax… Meditation induces mental tranquil- ity and physical relaxation. You just need about 15-20 minute session daily with yourself to unwind Meditation relaxes body and calms mind. It alleviates the harmful effects of tension and stress—factors that ag- gravate a number of medical condi- DR AMIR MEHMOOD tions. Mediation is a scientifically provenHealthy Food Practices antidote for stress, tension, anxiety and panic. Studies support that itsAlthough this term has not been commonly used to describe health in years regular practice reduces high bloodpast, sustainable health is a growing movement. What is sustainable health pressure and relieves chronic pain.you might ask? Well let’s break it down. Health can be defined as a state of Many people find it helpful for“soundness of mind,” or more simply, a state of feeling good. The word headaches and respiratory problemssustainability describes the process by which something can be maintained such as emphysema and asthma.or can keep going. Thus, sustainable health describes being in a state whereyou feel good not just once but over an extended period of time. Today there Meditation in essence is a thought-are many ways to achieve sustainable health, one of the most popular being directing process. It attempts to freethrough the use and production of organic food products. Globally, organic our mind from unhealthy undesirableagriculture has helped improve the biological health of human beings while thoughts that taint our thinking uncon-maintaining the ecological ‘health’ of our environment. Here are 10 tips of sciously. It unifies scattered attentioneating and maintaining sustainable health in today’s hectic lifestyle. and energy. Since it requires concen-10 Tips for maintaining sustainable health tration, it clears mind and improves Add a staple food (i.e. fruit, plan- Avoid sugar-rich, sticky, salty, or memory.1. tain/banana, maize/corn, rice,bread) to each meal. 6. processed foods and ingredients that are difficult to digest, inhibit healthy growth, It is preventive in nature, as it pro- tects from disease and improves and promote pre-mature aging. stress tolerance. Some studies found Focus on foods that are high-fibre that long-standing practitioners (those2. and low in saturated and trans-fatsto keep your heart nice and healthy. 7. Exercise regularly for at least 15 min- utes at a time. who meditate for several years) tend to make fewer doctor’s visits than non-meditators. n Drink plenty of water. Avoid drinking When you are sick, you can decrease3. tea and coffee until 1-2 hours after ameal (when food will have left the stomach) 8. the amount of time you remain sick by covering your mouth when you coughto ensure the maximum amount of absorp- and washing your hands regularly.tion of iron by the body supplied in our foods. Get lots of sleep, at least 8 hours of4. If you are a youth, you should include food options that are high in iron (es- 9. sleep every night, and take naps or siestas throughout the day.pecially young women) such as liver, darkgreen leaves, fish, red meat, and sorghum. Grow, buy, and eat food locally5. Aim for 3 meals and 3-6 snacks per day to create a healthy balance of all 10. and organically to help your body and the environment. nyour dietary needs.54 MANAGER TODAY | June - July 2009
  • 52. EVENTSParticipants enjoying the live performance of Lahore Tunes Mr Bakhtiar Khawaja playing a wonderful tune on mouth organ Mr Bakhtiar Khawaja and Amna singing the cool summer wine 7th Bankers’ Learning Forum Music in Management lahore: leading edge conducted the sev- presented a musical program. they per- bankers enjoyed this unique concept of enth meeting of bankers’ learning formed a number of soothing melodies learning with fun. By organizing such forum on march 7, 09 where senior and songs with musical instruments meetings, leading edge training and de- bankers met at bank alfalah training being played in a harmonious way to re- velopment consultancy is providing the centre, lahore. the session was hosted late the music with management prac- banking sector with hr development by mr. bakhtiar khawaja, head of learn- tices of planning, organizing, controlling forum and a unique business network- ing & development dept., bank alfalah and directing tasks which if carried out ing opportunity, where the representa- ltd. the event was one of its kinds as its in consonance with each other brings tives of different local and foreign banks theme was to relate music with man- up the same outstanding results which can discuss issues regarding their agement. on the occasion, mr. bakhtiar various musical instruments create in learning and development practices. khawaja spoke on ‘music in manage- a great melody. the inspiring phenome- through this, a meaningful outcome is ment’ telling the importance of music at non of the event was that all the band achieved for the mutual benefit of every- the workplace and in reshaping overall members were associates and employ- one involved. we hope this little effort by human behavior. Later, ‘lahore tunes’ a ees of bank alfalah. the evening ended leading edge turns out to be advanta- musical band of bank alfalah employees on a memorable note and all the geous for everyone in future as well! nwww.themanagertoday.com June - July 2009 | MANAGER TODAY 55

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