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5 Tips On How to Break The Ice and Get Started With Conversations

When you're at a networking event or meeting, it can be nerve-wracking to approach an important person, especially if you've never spoken to them before. Maybe they want to share something with you, but you're unsure how to start the conversation.

I will share five tips for breaking the ice and starting conversations. These tips can be game-changers for your career and life, so keep reading!

Tip #1: Prepare In Advance

If you know that an important event is coming up, take the time to prepare ahead. Research the person you want to talk to and think about the two or three key points you want to discuss.

Practice introducing yourself, leaving a mark with them, and following up. You should prepare well in advance for all these things you want to tell them because you already know the event is about to happen and the person is about to come.

Also, work on your elevator pitch—something short and impactful that you can deliver in about 30 seconds. Being well-prepared will make you feel more confident and ready to engage when the moment comes.

Tip #2: Research the Person

Before the event, gather as much information as you can about the person or leader you want to speak to. You should know about the leader. In the last all-hands meeting, in the previous ‘town hall’ meeting, what was he saying? What are the themes he generally speaks about? What are the topics he is currently covering? What are the things he is talking about?

Knowing these details can give you a great starting point for your conversation. The conversation flows much easier when you start talking about something they’re passionate about.

Tip #3: Find Common Interests

If you can learn about the person's hobbies or interests, use that as a conversation starter. Talking about something they enjoy can make the conversation feel more personal and relaxed.

If you know about their hobbies, leaders generally have a lot of information about the organisation. So, if you know about their hobbies, you can start a very good starting point to anchor your conversation. Then, the discussion gets into a very personalised way of communication, and after that, you become very easy.

Your point is to be in front of you, so try hard. Find out what hobbies and interests this person has, and talk about those hobbies and interests to anchor your conversation to a more personalised space.

Tip #4: Broaden Your Knowledge

One reason conversations might not take off is that we lack enough information to keep them going. To avoid this, make it a habit to read, learn, and explore new topics. The more you know, the more you have to talk about.

Don't make it as if you are forfeiting yourself into it, but make it a habit to learn new things, know about new things, and know more about various things to start an interesting conversation. You will notice that as you widen your knowledge base, the interest to talk will be automatically generated, and you will see how easily you are conversational in your style and get initiated into conversations. So you will yourself see that.

Tip #5: Push Yourself to Start the Conversation

Remember, no one will socialise for you. It's up to you to take the first step. Once you’ve prepared and researched, push yourself to initiate the conversation. Don’t wait for someone else to make the first move—take responsibility and start talking. The more you practice, the easier it becomes. After a few successful attempts, breaking the ice will feel much more natural.

One more thing I will tell you: if you have pushed two or three times and you have those conversations with these leaders or people that you want to talk to three or four times, it becomes very easy after that.

It gets very easy for you, and naturally, you come, and you will not be able to see the ice breaking. You will see that you can see the inserts, and you will be able to start those small conversations and get started with your conversations and dialogues with the people you want.

Final Thoughts: Keep Practicing

Starting conversations can be intimidating at first, but with practice, it gets easier. The more you push yourself to engage with people, the more comfortable you'll become. Soon, you’ll find that starting conversations and connecting with others is no longer a challenge but something you do with ease.

I hope you found these tips helpful! If you enjoyed this blog, don’t forget to like, share, and subscribe for more practical advice. If there’s a specific topic you’d like me to cover, let me know in the comments below. Thanks for reading, and until next time!

About Author

Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: https://www.instagram.com/iamsatyajits

LinkedIn: / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Set up to Fail Syndrome: How you Boss can derail you from your track | Satyajit Senapati

It is always said that your career is in your hands - all of it, the good and the bad. You have to progress with responsibility. But in this whole career journey, there is a critical stakeholder for your career, and that is your boss. The relationship with your boss can be complex—sometimes it’s good, sometimes it’s not so good.

In this article, we will discuss a unique aspect of this love-hate relationship known as Set Up to Fail Syndrome. Let’s get into the details.

What is Set Up to Fail Syndrome?

Set Up to Fail usually (but not always) happens when you join a new company or project, and you have a boss with whom you haven’t worked before. Initially, your relationship with your boss is positive or neutral, but as time progresses, something happens, and it starts to spiral downward. It reaches a point where revival is almost impossible, ending with either you getting out of the project or leaving the company. This situation is known as Set Up to Fail Syndrome.

The first time I heard about Set Up to Fail Syndrome was from a paper published way back in 1998 by Manzoni and Barsoux, where they explained this syndrome in detail. This is a self-fulfilling phenomenon where bad performance stems from the expectation of bad performance. Quite interesting. Let’s know in details how this happens:

The Downward Spiral

Believe it or not, the set-up-to-fail syndrome can take root as early as when you have freshly joined the company. Here’s how it can manifest:

1. The Start of the Relationship

When you join a new company or project, you naturally start on a positive or neutral note. But then, a small event occurs—a missed deadline or a report that doesn’t meet expectations. Because you are new to the organization or project, you may not be tuned to the ways of working at the new company. This minor incident causes your boss to perceive you as a low performer, and they start expecting consistent low performance from you.

2. Increased Supervision and Criticism

After this event, your boss increases supervision and becomes more critical of your activities and outputs. They may become formal and start giving you mundane, mechanical tasks, all while being very vocal about your supposed poor performance and the need for constant supervision. This situation can have a significant negative impact on the employee.

3. The Negative Impact

You start to feel that you are not up to the mark, and your confidence begins to wane. Over time, this lack of confidence affects your work across assignments, leading to a mental check-out from the project. You may even start avoiding your boss, fearing further criticism. In this setup, the boss may even exclude you from important meetings, creating a sort of trap where you have little chance of success.

What Are The Consequences?

As a consequence of this, most employees mentally check out. What happens when you do so?

You stop caring about your job and the company

Your work quality goes down, and you make more mistakes

You don't put in effort and miss deadlines

Your boss notices you're not engaged and may let you go

It's hard to get back on track once you've mentally checked out

You could lose your job if you keep up the bad attitude

When an employee mentally checks out, it becomes increasingly difficult to recover. At some point, the boss may decide that you no longer fit into the project or company, leading to your exit. This is a very dangerous situation and is extremely difficult to come back from.

Responding to the Situation

So, how should you respond if you find yourself in such a setup? Here are some tips that may help you evaluate and navigate the Set Up to Fail Syndrome:

Recognise the Mindset: Accept that your boss may have a mindset that you are a low performer. This is a crucial first step.

Seek Support: Talk to trusted colleagues who may have experienced similar situations with the boss. This will help you understand that the issue may not be with you but with the boss’s mindset.

Open Communication: If you want to continue in the role, try to have an open conversation with your boss. Discuss what is not working and see if there is a way to rebuild trust.

A Word of Caution

While these steps might help, it is important to note that it is almost impossible to make a comeback from a Set Up to Fail Syndrome. It’s a very complicated situation, and developing the right perspective in your career can help you avoid spiraling into such a scenario.

Conclusion

In conclusion, maintaining a healthy relationship with your boss is critical. Be aware of the potential pitfalls of the Set Up to Fail Syndrome, and take proactive steps to ensure your career remains on the right track.

If you found this content valuable, please like, share, and subscribe. And if you have any specific topics you’d like me to cover, drop them in the comments. I’ll make a video and share it with you. Thank you so much for watching!

About Author

Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: https://www.instagram.com/iamsatyajits

LinkedIn: / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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How To Cultivate Out Of The Box Thinking And Use It At Work? | Satyajit Senapati

In the fast-paced world of modern business, "think outside the box" has become a mantra for creativity and innovation. Whenever the phrase "think outside the box" crosses my mind, it evokes a vivid image of our daily existence - confined within the structured confines of buildings, cubicles, and homes. Even in our final moments, we find ourselves enclosed in coffins, symbolising the perpetual enclosure of our lives within boundaries. It begs the question: How do we break free from these constraints and genuinely think outside the box? And how can we harness this mindset to overcome challenges and drive success?

In this blog article, we'll discuss the idea of thinking beyond the box, examine actual applications in the real world, and offer helpful tips for developing this important talent. Keep reading!

Understanding the Box

Let's first consider what the box represents to grasp the significance of thinking outside the box. In our metaphorical interpretation, the box symbolises the constraints, limitations, and conventional thinking patterns that often confine our problem-solving approaches. We reside comfortably within the confines of this box, relying on familiar strategies and established norms to navigate our professional endeavours.

The metaphorical box surrounds us at every turn, from our offices' cubicles to our homes' structures and even our final resting places. It's the comfort zone where we feel safe and secure but also the barrier that inhibits true innovation and growth.

Breaking Free: Real-World Examples

The ability to think outside the box is a rare but invaluable quality in today's world. Allow me to share a story from 15 years ago when I was working on a project in the UK. Our client needed to submit infrastructure data to the government, which required us to work with a database. Suddenly, midway through the project, the government notified us of a database change. This meant potentially redoing 60% of our work, involving complex data mapping and transformation.

The conventional wisdom held that governments rarely, if ever, alter their databases. It was an accepted belief rooted in years of experience and precedence. Consequently, when faced with the database change, our initial instinct was to proceed with the extensive rework, resigning ourselves to the seemingly inevitable burden.

However, our manager dared to challenge this assumption. He recognised the potential for a different approach and decided to take a chance. Presenting a compelling case, he advocated for exploring an alternative solution. He engaged two data analysts to explore alternatives. Their analysis revealed that a minor database modification could reduce the rework to 20%. Despite the prevailing scepticism, he persisted, and to our collective astonishment, the government acquiesced.

In just seven days, a simple modification to a database field was implemented, drastically reducing our anticipated workload. Innovative thinking and strategic advocacy swiftly overcame What seemed like an insurmountable obstacle. This unexpected outcome saved us valuable time and resources and served as a poignant reminder of the transformative power of thinking outside the box.

5 Steps To Help You Think Out Of the Box In Any Situation

If my manager had adhered to conventional wisdom, assuming that the government wouldn't entertain changes to the database, we would have missed out on a valuable opportunity. So, what's the takeaway from this experience? We must be willing to challenge conventional thinking and explore alternative approaches. This is the essence of thinking outside the box.

But how can we cultivate this mindset? How can we break free from the constraints of conventional wisdom and embrace innovative thinking? There are specific strategies we can employ to foster out-of-the-box thinking.

Step 1: Maintain Your Composure

Our first instinct in times of crisis is often panic, leading us to default to familiar solutions that have worked for us in the past. We reassure ourselves that sticking to tried-and-tested methods is the safest action. However, it's crucial to recognise this tendency and consciously take steps to calm ourselves down before proceeding.

By remaining calm, we can approach the situation with clarity and objectivity. Rather than reacting impulsively, we can take a step back and assess the problem from a more rational perspective. This allows us to consider alternative options and potential solutions that may have yet to be apparent in the heat of the moment.

So, before diving headfirst into the action, take a moment to centre yourself and evaluate the situation with a clear mind. This simple act of calming yourself down can open the door to creative problem-solving and innovative thinking.

Step 2: Embrace Discomfort

The journey to thinking outside the box often begins with discomfort. Step outside your comfort zone, challenge assumptions and be open to new perspectives. Embracing discomfort is a strong step toward unlocking creative solutions.

Step 3: Generate Alternatives

When confronted with a problem, resisting the temptation of settling for the obvious solution is vital. Instead, embrace the challenge by brainstorming many alternatives, no matter how unconventional they may initially appear. Dive into the realm of the "weird" and "impossible," as these seemingly outlandish ideas may harbour the seeds of breakthrough innovation.

My manager's decision to contact the government for our project was a prime example of this unconventional approach yielding fruitful results. Therefore, when seeking solutions, cast a wide net and consider all possibilities, even those that may seem unlikely at first glance.

Step 4: Evaluate Critically

Once various alternatives have been considered, the next important stage is to evaluate each methodically. This means looking at feasibility, impact, and whether it matches goals. You need to check how likely every solution is to solve the particular issues you are facing, comparing its suitability against criteria such as time frame or when a project needs completion, what needs delivering, level of quality required, budget limitations, etc.

Eliminate options that don't fulfil these standards, and concentrate on the ones with the most chance to succeed. Evaluating every alternative, you can find three or four reasonable solutions for further exploration. When you've reduced your choices, be active by trying out each solution in a real-life situation to see how effective it is. The systematic nature of this method guarantees that you can make decisions based on knowledge and increase the likelihood of reaching your target.

Step 5: Experiment And Adapt

Thinking outside the box often involves experimentation and iteration. Feel free to test new ideas, gather feedback, and adapt your approach based on the results. Failure is a natural process, so embrace it as a learning opportunity.

The Importance of Out-of-the-Box Thinking in Today's World

In today's rapidly evolving business landscape, thinking outside the box is more valuable than ever. Traditional approaches to problem-solving are needed in the face of complex challenges and disruptive technologies.

By fostering a culture of innovation and encouraging out-of-the-box thinking, organisations can adapt to change, seize new opportunities, and stay ahead of the competition. From startups to multinational corporations, the most successful companies are those that embrace creativity and embrace innovation.

Final Thoughts

Thinking outside the box is not just a cliché – it's a mindset that can transform how we approach challenges and drive success. We can open up new avenues and accomplish outstanding outcomes by releasing ourselves from ingrained thought patterns, accepting discomfort, and investigating different approaches.

So, think outside the box the next time you face a daunting challenge. Embrace innovation, challenge assumptions, and dare to explore the unknown. Who knows what groundbreaking solutions you might discover?

If you enjoyed this blog post, follow for more insights on creativity, innovation, and problem-solving. And remember to share your thoughts and experiences in the comments below. Let's unleash the power of out-of-the-box thinking and shape a brighter future!

About Author

Satyajit Senapati is a best-selling Author, Tedx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: https://www.instagram.com/iamsatyajits

LinkedIn: / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Paris Olympics 2024: What Winners and Near-Misses Can Teach Us About Success and Resilience

The 2024 Paris Olympics have been a remarkable event and will forever be etched in our memories as a testament to the determination, resilience, and spirit of Indian athletes.

With every victory and every near miss, our athletes have shown the world what it means to push beyond limits, embrace challenges, and stand tall in the face of adversity. India has won a total of six medals: one silver and five bronze. These medals stand for more than just triumphs; they symbolize the dedication, honesty and guidance shown by our participating sportspeople, too.

Their performances are not just a reflection of their physical prowess but also a demonstration of leadership, integrity, hard work, and diligence—qualities that make them true role models for all of us.

Celebrating the Winners

Among the shining stars of the Indian contingent is #ManuBhaker, who won a bronze medal in the women's 10 m air pistol event. This is a historic accomplishment because she became the very first Indian woman to receive an Olympic medal for shooting. Manu didn't finish with just this prize; she also participated with #SarabjotSingh in the mixed 10 m air pistol team event, and together, they got another bronze. This made her the first Indian athlete since independence to win two medals in a single Olympic Games.

#SwapnilKusale claimed a bronze in the men's 50 m rifle three positions, adding to India's medal count. With this achievement, India has now won seven shooting medals at the Olympics. His precision and calm under pressure exemplify the discipline and focus needed to excel at the highest levels of competition.

#NeerajChopra, who won gold in the 2020 Olympics, added silver to his collection at the men's javelin throw event. This achievement makes him the fifth individual multiple medalist for India and the first to win both gold and silver—a true testament to his consistency and excellence.

The #IndianMensFieldHockey team also made headlines by winning a bronze medal after beating Spain. This triumph is significant because it signifies the second time in a row that the men's hockey team has secured bronze at the Olympics, showing their endurance and group effort.

Another young talent, #AmanSehrawat, won a bronze medal in the men's freestyle 57 kg wrestling event. At just 21 years old, he became the youngest Indian to win an Olympic medal, proving that hard work and determination can lead to great achievements.

These sportsmen are the epitome of honesty and leadership. They have demonstrated that success involves more than simply winning—it also entails motivating others and proudly representing their nation.

Acknowledging Near-Misses

While our athletes brought home glory, there were also moments of heartbreak—near misses that left us wondering what could have been. Yet, these experiences are not failures but lessons in resilience and courage. They remind us that even in the face of defeat, there is honour in giving your best.

#VineshPhogat faced a heartbreaking disqualification from the women's 50kg freestyle wrestling gold medal, and this bout is perhaps the most heart-wrenching moment of these Olympics. After becoming the first female wrestler to reach the Olympic finals, she was disqualified for being just 100 grams over the permissible weight limit. Vinesh, you have shown immense courage, and while this was your last Olympics, your legacy will inspire many.

#ArjunBabuta, another talented shooter, narrowly missed a podium finish in the men's 10m air rifle event, finishing fourth with a score just 1.4 points shy of the bronze medal. Similarly, Manu Bhaker, despite her earlier successes, also finished fourth in the women's 25m pistol rapid-fire event, losing the third-place shootout by a slim margin.

The badminton duo of #SatwiksairajRankireddy and #ChiragShetty entered the quarterfinals with high hopes but lost focus during a crucial moment, leading to their elimination from medal contention. Wrestler #NishaDahiya was leading her quarterfinal bout but suffered injuries in the final seconds, allowing her opponent to snatch victory away from her.

The mixed archery team of #DhirajBommadevara and #AnkitaBhakat was on the verge of making history by winning India’s first medal in archery at the Olympics. However, they lost the bronze medal match and ended up in fourth place, missing out on a historic achievement.

In the shooting skeet mixed team event, #AnantjeetSinghNaruka and #MaheshwariChauhan qualified for the bronze medal match but lost by just a single point to a Chinese pair. Their performance was commendable, but the missed shots earlier in the match haunted them.

#LakshyaSen, the first Indian male badminton player to reach the Olympics semifinals, finished fourth in the men’s singles badminton competition after a tough match against Malaysia’s Lee Jia Zii.

#NishantDev, an Indian boxer, lost in the quarterfinals of the men’s 71kg category. He won the first round but lost the next two rounds, resulting in his hopes of winning a medal being shattered.

One of the biggest shocks of the 2024 Paris Olympics came when #MirabaiChanu, a star weightlifter, failed to win a medal after winning silver in the previous Olympics. She finished fourth in her event, just one kilogram short of a medal. Mirabai, you have already achieved greatness, and your journey is far from over.

Lessons in Leadership, Integrity, and Hard Work

The stories of our athletes are filled with lessons that extend beyond the sporting arena. They teach us the importance of leadership—leading by example, even in the face of adversity. They remind us that integrity is about staying true to your values, even when the outcome isn’t what you hoped for. And they show us that hard work and diligence are the foundations of any success.

To our athletes, we say this: You have made us proud, not just with your victories but with your spirit. The entire nation stands with you, applauds your efforts, and draws inspiration from your journey. You are a shining example of what it means to dream big, work hard, and never give up.

A Message to All

To everyone reading this, let the stories of our Olympians inspire you in your own life. Whether in your career, your studies, or your personal goals, remember that success is not just about winning; it’s about showing up, giving your best, and staying committed, even when the road gets tough. As the saying goes, "The only limit to our realization of tomorrow is our doubts of today." So believe in yourself, keep pushing forward, and know that every effort counts.

Together, let’s celebrate our heroes, learn from their experiences, and apply those lessons to our own lives. Here’s to a future filled with possibilities, where we all strive to be the best versions of ourselves, just like our Olympians.

About Author

Satyajit Senapati is a best-selling Author, TEDX & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis, etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: iamsatyajits

LinkedIn:satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Are You Struggling to Motivate Your Team? Here Are 7 Proven Strategies

Motivating a team can be one of the most challenging yet rewarding tasks for any leader. Do you find yourself grappling with keeping your team inspired, especially during difficult projects or periods of uncertainty? As a leader, how can you ensure that your team remains driven and enthusiastic? In this blog post, we will delve into seven effective strategies that can help you inspire and energize your team, fostering an environment of productivity and growth.

1. Are You Celebrating Small Wins and Acknowledging Progress?

Do you wait until the end of a project to appreciate your team's efforts? Recognizing and celebrating interim milestones is crucial for maintaining motivation throughout a project. When was the last time you acknowledged your team's progress along the way? Celebrating small wins can be as simple as a verbal acknowledgment during a meeting, a shout-out in a team email, or even a small reward. These acts of recognition reinforce the idea that every step forward is significant and appreciated.

2. Are You Building Confidence and Highlighting Strengths?

How often do you express your belief in your team's abilities? Confidence is a powerful motivator. Remind your team members of their strengths and past successes, emphasizing that they have the skills and knowledge to overcome challenges. Have you implemented regular one-on-one meetings where you can provide personalized feedback and encouragement? Highlight specific instances where team members have excelled, and discuss how their unique strengths contribute to the overall success of the team. By fostering a culture of confidence, you empower your team to take on challenges with a positive mindset.

3. Are You Communicating the Big Picture?

Do your team members sometimes get bogged down in their daily tasks and lose sight of the overall goal? As a leader, are you consistently communicating the project's bigger purpose and how each individual's contribution fits into the grand scheme? Regularly discuss the broader goals and vision of the project, and explain how their work is making a meaningful impact. Have you shared success stories or testimonials from clients or stakeholders who have benefited from the team's efforts? This connection to a higher purpose can reignite their motivation and enthusiasm.

4. Are You Encouraging Autonomy and Ownership?

Is micromanagement stifling your team's creativity and motivation? How much autonomy do you give your team members to make decisions and take ownership of their work? Trust them to take the lead while providing coaching and support when needed. This sense of ownership fosters a greater sense of responsibility and pride in their accomplishments. Are your team members encouraged to share their ideas and take initiative? Recognize and reward instances where individuals have taken ownership of their work and delivered exceptional results. By promoting autonomy, you create a culture of innovation and self-motivation.

5. Are You Fostering Collaboration and Teamwork?

Do you focus on individual accolades or collective success? A strong team dynamic is essential for motivation and success. Encourage open communication, knowledge sharing, and mutual support among team members. Have you created opportunities for team members to work together on projects? Organize team-building activities that strengthen relationships and trust. When was the last time you celebrated team successes and emphasized the importance of collective achievement? A collaborative environment enhances problem-solving and creativity, leading to higher job satisfaction.

6. Are You Investing in Your Team's Growth?

Do you show genuine interest in your team members' career development? Understanding their aspirations and providing opportunities for learning and growth demonstrates that you care about their long-term success. Have you offered professional development programs, mentorship opportunities, and access to training resources? Encourage team members to set personal and professional goals, and support them in achieving these objectives. By investing in their growth, you not only enhance their skills and knowledge but also foster loyalty and motivation.

7. Are You Recognizing and Rewarding Achievements?

How do you recognize and appreciate your team's efforts? While tangible rewards aren't always feasible, there are many ways to show appreciation. Do you publicly acknowledge their contributions in meetings, emails, or company newsletters? Have you offered words of encouragement and expressed gratitude for their hard work? Consider implementing a rewards program that recognizes exceptional performance. These gestures show that their hard work is noticed and valued, which can significantly boost motivation and morale. Often, a sincere thank-you or a small token of appreciation can go a long way in making team members feel valued.

Conclusion

Motivating your team is an ongoing process that requires dedication, empathy, and strategic thinking. By celebrating small wins, building confidence, communicating the big picture, encouraging autonomy, fostering collaboration, investing in growth, and recognizing achievements, you can create a motivated and engaged team. Remember, effective leadership is about inspiring and empowering your team members to reach their full potential. When you invest in their motivation and well-being, you set the stage for collective success and create a positive, productive work environment. As a leader, your ability to motivate your team can make all the difference in achieving your goals and driving the organization forward.

About Author

Satyajit Senapati is a best-selling Author, TEDX & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis, etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: iamsatyajits

LinkedIn:   / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Is Company Insurance Plan Enough Or Should You Go For Personal Health Insurance? | Satyajit Senapati

If you are employed, you will likely have a health insurance plan provided by the company. But can there be scenarios such as being laid off or changing a job from one company to another with a gap in between? How will you manage these times when the health insurance is not carried over?

This blog will discuss many aspects of health insurance because this is a very important question that is seldom discussed. We will explore whether the company’s health insurance policy is sufficient or whether you should consider having your own. While I am not an insurance advisor, I have experience buying, knowing, and understanding these products. I will share what I have learned regarding these products, offering my perspective on the topic of health insurance. Let's get into the topic.

Understanding Health Insurance

First, let us understand what insurance is. Insurance is a risk mitigation strategy. Different types of risks require different types of insurance. For example:

Life Insurance: Covers risks related to life and death.

Health Insurance: Covers hospitalisation and medical expenses.

Critical Illness Insurance: Provides coverage for serious illnesses.

Disability Insurance: Covers partial or permanent disability.

Stats say that working professionals generally have the least knowledge about health or medical insurance of all types of insurance. This product is complicated and not well understood, and now it’s time to discuss it.

Key Aspects of Health Insurance

Here are some crucial points to consider when evaluating health insurance:

Coverage Amount:

Sub-limits:

Pre-existing Diseases:

Room Rent Limits:

How my friend learnt what room rent clause mean

Let me share an experience. A friend of mine had a health issue and was hospitalized. His insurance policy covered a room with a rent of 3000 rupees, but he opted for a better room costing 6000 rupees per day. He thought he would just pay the difference of 3000 rupees per day. However, hospital charges for procedures are often tied to the room category. As a result, the cost difference was much higher, running into 30-40 thousand rupees, not just the room rent difference.

Making an Informed Decision

When you take a health insurance product, it is vital to do due diligence. Understand all the clauses, including what is covered and what is not. Check details about post-operative and pre-operative coverage and other important factors before deciding.

Should You Take Personal Health Insurance?

Now, we come to the main question: should you take a personal insurance policy if your company already provides health insurance?

I have taken a personal policy to safeguard myself during uncertain times. In a private job, economic cycles or other reasons can lead to layoffs, creating gaps in coverage. Personal insurance mitigates this risk during such periods of uncertainty.

Some companies allow you to continue their health insurance policy for a few months post-layoff, while others let you convert the company policy to a personal one. However, there is no general rule, and it varies by company. If your company offers this option, it is beneficial, especially if you have pre-existing conditions, as your waiting period doesn't reset.

Tax Benefits and Risk Mitigation

Personal health insurance also provides a tax benefit of up to 25,000 rupees under section 80D. If you insure your parents, the deduction is more.  However, tax benefit is not the primary benefit, the real benefit is the risk mitigation it offers during layoff or job transitions, ensuring coverage in the unfortunate event of hospitalization.

Conclusion

In conclusion, while company-provided health insurance is beneficial, having personal health insurance is advisable for added security and peace of mind. I hope you found this discussion helpful. If you liked this blog, remember to share it with someone who may need it. If you have any topics of concern or want me to write/speak on a specific issue, write in the comment!

Website: www.satyajitsenapati.com 

Insta: iamsatyajits 

LinkedIn:  https://www.linkedin.com/in/satyajit-senapati/

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How to Get Along with Your Micromanager | 5 tips

If you were asked what kind of manager you would not like to work with, I am sure most of you would answer: a micromanager. Yes, micromanagers are managers most of us don't like to work with. It's a term that strikes a chord with many of us, often associated with frustration, irritation, and a lack of trust in the workplace. But when you are already dealing with one, how can you navigate their management style effectively and create a more positive and productive work environment?

In this article, I will explore strategies for understanding the perspective of micromanagers and building a harmonious relationship with them. Whether you're an introvert struggling to assert yourself or someone feeling suffocated by micromanagement, the actionable insights in the blog will help you thrive despite these challenges!

Who is a Micromanager?

Many of us, especially introverts, may find ourselves grappling with the challenge of working alongside micromanagers. But who exactly are they? Well, micromanagers, often characterised by their need for control and close oversight, can appear endearing in their meticulousness. However, beneath this facade lies a fundamental issue: a lack of trust. Micromanagers struggle to place trust in their team members, believing that tasks can be completed effectively through constant monitoring.

Another factor driving micromanagers is a misperception of what it means to be hands-on. They erroneously equate involvement in every aspect of a project with being a proactive and engaged leader. However, this approach often leads to overburdening themselves with tasks, hindering their ability to delegate effectively and ultimately impeding team productivity.

Micromanagers tend to inflate the importance of deadlines, imposing unrealistic timeframes on projects. This artificially heightened sense of urgency can create unnecessary stress and pressure for team members, leading to frustration and resentment over time.

When a micromanager remains entrenched within a team, an insidious pattern emerges:

. The team relies on this micromanager, and their every move is scrutinised and supervised.

. When the micromanager is absent, the team falters, left directionless and unsure.

. Over time, this dependency breeds a culture of underperformance. Confidence wanes, morale dwindles, and productivity suffers.

. The team begins to doubt their own abilities, believing that any task completed without the micromanager's oversight is inherently flawed.

. This erosion of self-assurance perpetuates a cycle of mediocrity, culminating in a team that falls short of its potential.

Indeed, the micromanager's overbearing style proves to be the team's greatest impediment, stifling innovation and impeding progress.

5 Important Tips To Help You Get Along With A Micromanager

So, what's the next step? Well, there are essentially two paths to consider. Firstly, there's the option where the micromanager transforms. This involves the micromanager recognising that their controlling tendencies are hindering not only their career growth but also the productivity and morale of the team. However, it's important to note that not all micromanagers will readily embrace this change; some may firmly believe they are doing an exemplary job and resist altering their approach.

Alternatively, the second approach involves adapting our behaviour to foster a more harmonious relationship with the micromanager. In the upcoming tips, I'll share strategies to help you navigate this challenging dynamic and create a conducive work environment for yourself. Let's dive into these tips and pave the way for smoother interactions with micromanagers.

Tip No. 1: Calm Yourself Down

Easier said than done. Maintaining a calm demeanour in the face of constant inquiries from micromanagers can be challenging. However, it's important to recognise that this behaviour is inherent to their nature. By cultivating a sense of calmness, you can think clearly and devise effective strategies for managing the situation.

Tip No. 2: Accept

Accept that you are working with a micromanager. Accepting the reality of working with a micromanager is crucial in finding peace within the dynamic. Rather than holding onto the hope that they will change their ways, focus your energy on adapting your behaviour and attitude to align with their expectations.

Tip No. 3: Set Up Cadence

One defining characteristic of micromanagers is their constant need for updates. For instance, asking for an update every 20-25 minutes. How will you do it? You can leverage this behaviour to your advantage and establish a cadence for providing updates. As soon as you get an update, a point of time will come when the manager will start trusting you. You will give an update during the meeting so he will shift his focus from you to other team members. And this way, you will have that leeway. You will have that free time or time when you can do your work peacefully without being constantly supervised.

Tip No. 4: Copy Them on All Communications

You have to copy all the emails and all the communication, internal and external, and tell them that I have copied them. So you have to apply the unicentric method to them. Basically, he wants to be informed about every small little thing, and that is exactly what you will do proactively. Copy all the emails and tell them. Now you will see a drastic change in their attitude, and you must supervise them slowly.

Tip No. 5: Meet Deadlines Religiously

One surefire way to gain a micromanager's trust and confidence is to meet deadlines consistently with high-quality work. Regardless of the unrealistic timelines the micromanager imposes, prioritise meeting deadlines and delivering results promptly. This demonstrates your reliability and competence and alleviates the micromanager's fears about project delays. You can gradually earn the trust and autonomy to work independently by consistently exceeding expectations and delivering timely results.

Final Thoughts

By doing these things, your manager (aka micromanager) will start to trust you more and not look after everything so much. Show that you are proactive with updates, always completing tasks on time and copying them in every communication. As the trust grows, they will concentrate less on watching over your work and instead focus on other team members. This attention change might provide a more relaxed and productive atmosphere for you to complete your tasks. If you need help with micromanagement, try applying these strategies for a better work atmosphere and performance.

Implementing these simple but powerful guidelines might lead to notable improvements in your job's environment and output!

About Author

Satyajit Senapati is a best-selling Author, TEDx & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis etc. He holds an MBA from IIM Lucknow.

For more information explore

Website: www.satyajitsenapati.com Insta: iamsatyajits LinkedIn: / satyajit-senapati YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Staying Relevant: How Senior Employees Can Thrive in Today's Workplace

The corporate landscape is a dynamic ecosystem, constantly evolving with new technologies, trends, and ways of working. While experience remains an invaluable asset, senior employees can sometimes find themselves facing an unexpected hurdle: the perception that their age makes them somehow less valuable.

In this blog we will dive into this very real challenge, exploring the reasons why senior employees might encounter limitations and outlining a clear path to staying relevant and thriving in today's workplace.

Understanding the Roadblocks:

There are several factors that can contribute to the difficulties senior employees might face:

Cost Concerns: Companies, particularly in a tight economic climate, may prioritize hiring younger employees perceived as a more affordable option.

Skill Gaps: The rapid pace of technological advancement can leave some senior employees feeling their skillset isn't keeping up with changing industry demands.

Health Biases: Unfounded concerns about age-related health issues or decreased productivity can lead to discriminatory hiring practices.

Resistance to Change: Some companies may perceive senior employees as less adaptable to new working styles or technologies.

Ageism: While illegal, unconscious bias against older workers can still exist within some organizations.

Its not all that bad. There is a crucial point: age itself is not a barrier to success. Senior employees possess a wealth of experience, wisdom, and institutional knowledge that younger counterparts simply lack. The key lies in transforming this experience into a competitive edge by actively developing your skillset and demonstrating your adaptability.

The Roadmap to Relevance:

There can be several actionable steps senior employees can take to stay relevant and competitive:

Embrace Lifelong Learning: Commit to continuous learning. Take online courses, attend industry workshops, or pursue certifications to stay current with the latest advancements in your field.

Expand Your Skillset: Don't be afraid to venture outside your comfort zone and learn new skills that complement your existing expertise. This demonstrates a growth mindset and adaptability.

Network Like a Pro: Build strong connections with colleagues and professionals in your industry. Attend industry events, participate in online forums, or reconnect with former colleagues. A strong network can provide valuable insights, open doors to new opportunities, and keep you informed about current trends.

Step Outside Your Comfort Zone: Volunteer for new projects or assignments that push you to learn new skills and broaden your horizons. This demonstrates your willingness to adapt and embrace change.

Become a Mentor: Share your vast experience by mentoring younger colleagues. This not only fosters knowledge transfer within the organization but also keeps you engaged with the latest industry trends through your interactions with the next generation of professionals.

Advocate for Yourself: Don't be afraid to showcase your accomplishments and the value you bring to the table. Highlight your experience, adaptability, and willingness to learn during performance reviews and job interviews.

Staying Positive and Motivated:

The importance of maintaining a positive and growth-oriented mindset is immense. Show enthusiasm for learning, a commitment to continuous improvement, and a willingness to adapt to a changing environment.

Senior employees are a vital part of any successful organization. By embracing lifelong learning, demonstrating adaptability, and advocating for yourself, you can shatter the age barrier and continue to thrive in the dynamic world of work.

About Author

Satyajit Senapati is a best-selling Author, TEDx & Public Speaker, and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis, etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: iamsatyajits

LinkedIn:  / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Would you still check your market value when you are doing well in your current job? | Satyajit Senapati

Should you check your market value even when you are doing well in your current job? Most of us look out for another job when we are in trouble. E.g. we don’t get a promotion, we are not getting along with the boss, or we didn’t quite get the appraisal we wanted so on and so forth.

But imagine you doing well in your current job and well-settled in your current role. Would you still proactively look for your market value? Can this be useful in any way? Let's explore some different perspectives in this blog.

Where do you stand vis-a-vis your compensation?

When you start looking for opportunities and you seem to get some, you will know where you stand concerning compensation in the market. Are you underpaid, at par, or overpaid? Remember an underpaid employee may not resign. For him/her there could be other parameters that are important to stick around. Nevertheless, this exercise gives you an idea as to where you stand vis-à-vis your compensation.

Are you in your comfort zone?

When you set out to look for opportunities, two cases can happen. First, you will get calls/offers, and second, you will get very less calls or no calls.

If you get a lot of calls/offers it means that your skillset is definitely in demand. But it also indicates that you have a lot of comfort with it- basically, you are in your comfort zone. It is perhaps time to break out of your comfort zone because that’s where growth lies. You may look at breaking this comfort zone in the same company or look for another one.

Do you need to upskill?

If you are getting too less calls or no calls, it is natural to feel disheartened and disappointed. But it could also mean that your skills are not in demand. It is a great opportunity to introspect and look to upskill yourself.

Do people check their market value for real?

Well, sometime back I met a senior leader and we got started on this topic. He has been with his current firm for the last 17 years. He has made rapid strides in the company despite the unpopular opinion that people do not grow much if they stay in the same company for long.

He disclosed that he had done his market value checks from time to time and still keeps doing it. Whenever he gets a lot of calls and the roles offered are similar to what he is doing, he would go back to his current organization's leadership and ask for a different role. Each time pushing his envelope and breaking his comfort zone. Certain times he would get fewer calls and he analyzed and found that he lacked expertise in tech themes in his industry. Realized his need to upskill and went back to the drawing board honing the required skills.

 Conclusion

In the end, I would suggest that if you are a working professional, then you should check your worthiness in the market from time to time irrespective of where you work, and how well you are doing. Each of the scenarios discussed above allows you to improve yourself professionally. At the same time do not go all out on this. Use your judgment. The idea is to understand the gaps and areas of improvement.

I hope you found this article informative. Do share with your network if you find this valuable.

About Author

Satyajit Senapati is a best-selling Author, TEDX & Public Speaker and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis, etc. He holds an MBA from IIM Lucknow. For more information explore

Website: www.satyajitsenapati.com

Insta: iamsatyajits

LinkedIn:   / satyajit-senapati

YouTube: https://www.youtube.com/@satyajitsenapatiauthor

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Satyajit Senapati is a renowned author, public speaker and career mentor, known for his best-selling book "Work, Workmanship & Winning".  An MBA from IIM Lucknow, Satyajit has two decades of corporate experience working in global leadership roles. 

[satyajitsenapati]

Satyajit Senapati is a renowned author, public speaker and career mentor, known for his best-selling book "Work, Workmanship & Winning".  An MBA from IIM Lucknow, Satyajit has two decades of corporate experience working in global leadership roles. 

[satyajitsenapati]

In a world where success stories inspire, Satyajit Senapati's narrative shines as a beacon of hope and

motivation. His journey from being a passionate writer to a best-selling author, best public speaker,

and a respected figure in the corporate realm serves as a reminder that the pursuit of excellence is a

journey worth undertaking. As we delve into his works, we find ourselves propelled towards our own

paths of success, workmanship, and the ultimate victory.

[satyajitsenapati]

In a world where success stories inspire, Satyajit Senapati's narrative shines as a beacon of hope and

motivation. His journey from being a passionate writer to a best-selling author, best public speaker,

and a respected figure in the corporate realm serves as a reminder that the pursuit of excellence is a

journey worth undertaking. As we delve into his works, we find ourselves propelled towards our own

paths of success, workmanship, and the ultimate victory.

[satyajitsenapati]

Satyajit Senapati's debut literary masterpiece, "Work, Workmanship and Winning," was not just a book but a revelation. It artfully distilled the intricacies of corporate dynamics, career evolution, and cultural nuances, reflecting his profound understanding of these themes. Satyajit's engaging narratives served as mirrors, urging readers to introspect and aspire for excellence in their professional journeys.

[satyajitsenapati]

Satyajit Senapati's debut literary masterpiece, "Work, Workmanship and Winning," was not just a book but a revelation. It artfully distilled the intricacies of corporate dynamics, career evolution, and cultural nuances, reflecting his profound understanding of these themes. Satyajit's engaging narratives served as mirrors, urging readers to introspect and aspire for excellence in their professional journeys.

[satyajitsenapati]

Satyajit Senapati is a renowned author, public speaker and career mentor, known for his best-selling book "Work, Workmanship & Winning".  An MBA from IIM Lucknow, Satyajit has two decades of corporate experience working in global leadership roles.

[satyajitsenapati]

Satyajit Senapati is a renowned author, public speaker and career mentor, known for his best-selling book "Work, Workmanship & Winning".  An MBA from IIM Lucknow, Satyajit has two decades of corporate experience working in global leadership roles.