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August 2017

 
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EditorEditor's Note

 

Dear Friends,

 

The recent cricket spectacle that caught the attention of nation was a welcome surprise. India Women Cricket team reached the final of ICC Women World Cup 2017 on 23rd July 2017. An estimated 180 million people from across the world watched the event in which the Indian team, led by Mithali Raj, ended runners-up after losing to England. India's fine performances contributed to a 500 percent increase in viewing hours in the country. The Women Cricket has suddenly become the new poster of India's sport.

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Awards and recognition in the form of cash bounty, promotion in their respective job, increased media attention came their way. But one thing that the team battled and certainly won was over the purposeless and energy sapping comparison (esp. with Men cricket team) that were made both before, during and after the match. Some comparison yardstick were difference in TV viewership, prize money, lack of killer instinct, highest chasing total being only 245, prize money etc. Some comparisons were made in a subtle way and others in a more explicit way. Like it or not, comparisons are not going to go away.

We are compared in our organization (both explicit and implicit) both for our results and our behaviors. HR, thanks to the famous bell curve, cannot do away with the relative ranking or forced ranking system for assessment. We are not compared with what we are or capable of but how we performed compared to others. The marketers routinely fan the flame of comparison. One of the most effective tools for advertisers is to foster jealousy and envy among us. “Comparing” is a natural tendency we all have. We can put a neutral hat to compare when we merely evaluate similarities and differences. It is the recommended way to compare as it helps in astute reasoning.

It's also productive if we're inspired to emulate another's impressive traits. However, it becomes dysfunctional when it stirs envy and jealousy. Disturbingly, people compare to feel inferior to those with “more” than to feel grateful compared to those with “less”. Confident people are not disturbed by these comparison. Comparisons are always unfair. We typically compare the worst we know of ourselves to the best we presume about other. Confident people (including Mithali Raj) does not compare or get worked up with unnecessary comparisons. They know what they are and have a clear road map of their path to success. They have plan in place to achieve “excellence” and ignore the unnecessary comparisons coming their way. In fact they often use tact and humor to thwart unnecessary comparison, like this response to a pre match media event when she was asked the following

Media: “So who's your favorite cricketer between India and Pakistan?”
Mithali: “Do you ask that same question to a male cricketer?” “Do you ask them who their favorite female cricketer is?”
Her response was terse, a smart response to an unwanted comparison and in no time it went viral.

 

Thanks and Best Wishes

Soumen De, PMP

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..

 

Happy Reading.

Editorial Team

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Members Corner

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We welcome all new members and thank members who have renewed their membership in July 2017.

 Appended is the list of few FREE web-based seminars (webinars) for August 2017, we have shared same list to your registered email; this is a good opportunity to earn PDUs and claim at PMI to maintain your credentials.

1. 02-Aug-17 02:00 PM EDT How to Inspire Change Capability

2. 03-Aug-17 01:00 PM EDT Employee Engagement: Think Like Your CEO

3. 08-Aug-17 01:00 PM EDT Effective Communications Techniques to Steer and Influence Any Conversation

4. 08-Aug-17 12:00 PM EDT What Does It Entail to Manage a Project Team for High Performance?

5. 08-Aug-17 12:00 PM EDT Eight Key Employee-Retention Strategies Every Brand Must Have https://www.worldatwork.org/adimLink?id=81594

6. 09-Aug-17 12:00 PM EDT Burning Bridges - Costly Mistakes Arising from Unnecessary Errors

7. 10-Aug-17 12:00 PM EDT Acknowledge It to Manage It – 4 Steps to Recovery

8. 10-Aug-17 01:00 PM EDT How to Gain More Freedom and Flexibility as a Project Manager Online

9. 15-Aug-17 12:00 PM EDT Gravitas: Making a Powerful Impact

10. 16-Aug-17 01:00 PM EDT June 2017 Book Club Q&A Closing Webinar – Integrating Program Management and Systems Engineering

11. 16-Aug-17 02:00 PM EDT 10 No-Nonsense Behaviors That Lead To Exceptional Performance

12. 17-Aug-17 12:00 PM EDT How to Manage Conflict With Product Owners

13. 17-Aug-17 03:00 PM EDT Project HEADWAY: Working Out Loud: Making Progress Visible

14. 17-Aug-17 12:00 PM EDT Simplify your Move Planning, Execution and Communication

15. 22-Aug-17 01:00 PM EDT How to Innovate with Sustainability Goals in Mind

16. 31-Aug-17 12:00 PM EDT Developing a (Peer) Coaching Practice Within Your Workplace

 
For more webinars, please logon to ProjectManagement.com with your PMI credentials.

For any queries or suggestions, please write to Balakrishna Kasibatla, PMP, VP Membership, PMI Bangalore India Chapter at This email address is being protected from spambots. You need JavaScript enabled to view it.

 
 
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Event Calender for August

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didyouknow

This is the model that is used to understand the process of changing our behaviours and thoughts.

A. The Transtheoretical Model (TTM) of behavior change is an integrative theory of therapy that assesses an individual's readiness to act on a new healthier behaviour, and provides strategies, or processes of change to guide the individual. The TTM of change says that we go through stages leading up to our awareness of a situation. The individual goes through a process that finally ends by accepting the new behaviour. This model refers to the temporal dimension of behavioural change. In the transtheoretical model, change is a process involving progress through a series of stages. The TTM posits that individuals move through six stages of change: Precontemplation ("not ready”), Contemplation ("getting ready"), Preparation ("ready"), Action, maintenance and termination.

 

[Source - Internet]


 

 

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Lighter Side of PM

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