Making a better India

Q. Since independence, India has progressed a lot when it comes to education, but still there exists a gap. Please share your views on how this gap can be bridged.

A. Although, today India today shows signs of tremendous growth in the education space, there still lies ample scope of improvisation in that area. The challenge for all educators today is to develop employable lifelong learners and establish world-class standards by infusing students with a sense of power, broader horizons and larger world view.

Realising the critical aspect of the Indian education system, schools today must introduce well-researched concepts with world-class infrastructure and adequate pedagogic attention to every child to be on a par with the education received globally and develop their individual skills and capabilities. Schools have to ensure that teachers are well-trained and are committed to provide personalised attention to every student to help develop their talents in the right direction.

Q. Teaching needs a lot of dedication, commitment, passion and the urge to create better human beings. Do you think teachers today nurture the same passion or do they just take it as an alternate career option?

A. Today, creating an ambience that fosters better learning is imperative. Teachers as mentors have the enormous task of motivating students through positive connections.

Teaching has always been considered as a vocation and not a profession. However, it is a pity that many teachers today look at it as a mere profession and are just concerned about finishing their syllabus. When the occasion arises, they quickly move to greener pastures. Having said that, we should not forget that even today many teachers continue to be faithful to their noble vocation as a teacher to create better human beings for a better world. Click here to read more..

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Higher bar for higher growth

Economic figures cannot be the sole narrator of a nation’s overall growth. The value-adding indicators are health and education – the non-income Human Development Index (HDI). The 2010 Human Development Report too presented that there has been very little correlation between economic growth and improvements in health and education, even after years. And countries with fairly low rank in economic growth have made much progress in the non-income HDI; Cuba and Palau have non-income development similar to the developed nations.

Look at the development index and it has a lot to do with the way things are done. If we measure what we do, we can manage the outcome up to a considerable extent. Superpower United States and Asia’s fastest-moving economy China, both have got their teeth into improving the education system. The ‘No Child Left Behind’ Act – introduced in the George W Bush regime – witnessed bipartisan support and set a “high challenging standard” for students. It also requires the states to provide “highly qualified” teachers. This two-pronged strategy also lays increased accountability on teachers.

China often faces criticism for heavy indoctrination of politics at school level, one of the many issues offsetting its many minor and major educational reforms over the years. According to a UNESCO report, between 1990 to 2000 China experienced the sharpest decline in literacy rates of any E-9 country. Today, its higher education reform, however, talks about relaxation of central control and to give universities autonomy to allow academia an upper hand in functioning of schools. It also plans to quit the dependency on a single test and adopt a thorough assessment of students using multiple tests and factors. Click here to read more...

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Performance is the essential internal engine of an organisation which wants to achieve a notable impact in its sector.

Normally, performance management systems measure what and how of doing a job. However, if we extrapolate it by measuring the potential and the readiness of an individual or plotting individuals on nine-block grid of potential performance without ascertaining its priority or applicability, a lot of management time goes unproductive. Hence, performance programme should be an evolutionary process with elements needing stabilisation.

It is essential for organisations to not only deal with the ‘high performers’ but also with their valued ‘solid citizens’ – the majority of the company’s employees who are not top performers but steady workers who contribute greatly to the overall business. The focus on high performers creates high differentiation on total value preposition. Instead, organisations will have to reward, motivate and engage these ‘solid citizens’ and effectively address poor performance, in order to build a performance-oriented culture.

Finally, if a performance management system needs to run well, organisations should invest in building capabilities of managers to coach and mentor in any kind of performance situations. Though, these days in the Indian industry we tend to create leverage structures and outsource managerial responsibilities, this practice could lead to a situation where managers become incapable of handling pressing demands of being a counsellor/manager/leader. By avoiding a herd instinct, adopting a cohesive approach to performance management aligned to organisations, and avoiding these traps one can improve on the performance culture and create an engaging environment. Click here to read more..

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“The lack of independent leadership in firms that combine the CEO and Chairman positions makes it difficult for the board to remove poorly performing managers”

“The lack of independent leadership in firms that combine the CEO and Chairman positions makes it difficult for the board to remove poorly performing managers,” according to Vidhan K Goyal and Chul W Park in their paper published in the Journal of Corporate Finance. The board’s role does not end with having an emergency succession plan in place but it also needs to specify all the required criteria that will be used to select the next CEO. The board should also explain why those criteria are critical keeping the future business plans of the company in mind. This approach will go a long way in calming investor concerns.

The boards should do a lot of thinking about the potential candidate as well as about the one already sitting in that top notch position, else the productivity might be the one suffering the most even if the crisis is not enough grave.

It is important to understand turnarounds do not happen overnight; the process of steadying the ship and starting to sail again often requires patience and endurance.

Replacing the captain might help calm down public and show a little on the scorecard, but it may not be the best move for building a champion team. Read more..

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