Money Heist: A lesson for people managers

 

OTT (Over the top) platform has changed the concept of the entertainment industry by launching some amazing content lines, and it has given avenues to many creative people to showcase their caliber and leave an impact.

In the last couple of years, I have developed an interest in web series, and I must confess that I am totally smitten by Sergio Marquina, a.k.a El Professor. What a genius character of the most-watched Spanish web series "Money Heist (La Casa de Papel). 

The plot revolves around a group of robbers led by the character Professor, who plans a heist at the Royal Mint of Spain. The web series is popular amongst all age groups because each of the characters from Berlin to Tokyo, Nairobi to Helsinki, or Palermo to Denver stirred one or the other part of our lives with a strong message. 

While watching the series, I could resonate with it at so many levels that were closely stitched with an organization’s key elements, (that I was living, day in and day out at work) be it talent acquisition, talent management, and business planning. Think about money heist in the corporate scenario where El Professor is the CEO or founder of the organization who is setting up everything from scratch for a trillion valuation. Here are a few key lessons: 

• Planning is essential: The professor visioned every possible scenario, both positive and negative. Most importantly, he apprised and trained people to handle grave situations and manage the unpredictable ones. As a leader, he focused on critical areas and prioritized the task, and defined the rules to work for everyone with the explicit mandate that everyone should stick to it. The learning is research & planning like a master player, which keeps you ahead in the game once you are done planning to the minutest of the details and ready with an action plan, all you need to do is, execute it. 
• Define role clearly along with 'critical to quality' skills to make a good team:  El Professor identified and hired all the team members of the robbery based upon their strength. He laid down the CTQs in three parameters technical /function, behavioral and emotional. He also invested for a couple of years to identify people based on the skills required for the different roles fitting the CTQs and started preparing the talent hunt well in advance rather than just in time for hiring.  He hired people who were passionate and who had nothing to lose in life. The team he hired was all high headed, strong, and intelligent people and not who is comfortable to work with. For example, Moscow was recruited into the team for his mining skills while Nairobi was in charge of printing money and overseeing the melting of gold because she was an expert counterfeiter and forger. He made a diverse team with a presence of 3 women, one from LGBTQ and other members
• Agile Goals: A perfect example of setting KPIs for each team member and creating back-up. The KPIs were agile, and people knew what and how to do. . To align everyone, he had set the objective right for everyone, and all were aligned to the goal mentally and emotionally. The message was clear that the objective is more important than the individuals. There was no ambiguity, and people were mentally ready about it
• Succession planning & decision empowerment is important: El Professor anticipated that the Spanish army and police won't keep quiet during the heist. Therefore, the professor has identified each team member's strengths and weaknesses and has delegated the task and decision authority accordingly. Most importantly, he envisaged surprises and shocks; therefore, to manage it, he has identified successors for each person in case of any casualties. He did person-to-person marking and devolution of power for the role and people adhering it. When Police officer Alicia caught the professor, the robbers in the bank didn't hear from him; however, they continued to work towards their mission and following orders of Tokyo and Palermo. The message was clear to all of them; everything was part of the plan
• Power of a strong and cohesive core team: Professor led the heist from the forefront, even managing it from the backend. He ensured that his core team stayed together and tried to kill the differences at the right time. This way, he retained his team and continuously engaged them. The professor has managed every situation very calmly and always mentioned that everything is a part of the plan. This way, he has comforted all the gang members and prepared for all the losses and failures.
• Understand your market more than anyone else: Professor created every possible scenario in his head and was always ahead. He knew all the moves police and agents were going to make and planned them well ahead in time. He did this by a thorough research and by sometimes going to that place where the heist was supposed to take place and sniffed every important person out there. He did not leave a single detail related to the bank. For a smoother execution, it was a sheer research and attention to details.

We are in the midst of the biggest talent war of the decade where candidates have the upper hand. Organizations and HR leaders need to quickly adopt and execute the progressive talent management concepts to stop their "talent heist."

 

Article Source: https://www.peoplematters.in/blog/sports-books-movies/money-heist-a-lesson-for-people-managers-30995

Originally written for PeopleMatters.

How HRs can get inspiration from RJs in the virtual workplace?

It was a rainy Sunday afternoon. As I sat down near my window, sipping tea and listening to the radio, I felt connected to the world. This feeling or sense of oneness wasn’t new. In these harsh times, as an HR professional, my priority is to stay connected and keep a finger on the pulse of engagement and communication.

Over the past few months, the coronavirus pandemic has affected nearly all aspects of work, triggering widespread disruptions across HR functions - right from engagement to talent acquisition. With virtual workplaces becoming the new normal, the challenges have only just begun.

The complications of a virtual workspace are pushing HR professionals to rethink and reimagine how they can provide employees with a seamless work environment and help them stay engaged. Meetings have turned into video calls, tasks have devolved into emails and workplaces have been compressed into laptops. At times, one cannot help but feel that we are only talking to boxes on the screen! Therefore, these days, it has become all the more necessary for HR teams to connect and rebuild a stronger relationship with the voices behind the screen. It’s what radio jockeys or RJs do - using their voice to connect with millions behind the boxes. 

Radio jockeys know how to forge a personalized connection with their audience. This made me think about how RJs like Ameen Sayani have been mastering this art over the years and how they can effortlessly strike a chord with the audience, just with their voice. Indeed, in the ‘new normal’, HR professionals have a lot to learn from RJs - they need to learn how to connect with employees spread across multiple geographies. 

Here are a few tips and tricks we can learn from RJs.

• Keep it simple and honest: RJ Sayema Rehman at Radio Mirchi believes you need to connect from the heart, by being honest and selfless, whereas RJ Vidit at Radio Mirchi says successful engagement is all about keeping things simple. Why complicate things? Likewise, it is better for HR teams to keep things simple and honest while attempting to build connections with employees. You should put your heart into it - engagement with your workforce shouldn’t look like a forced attempt. 
• True empathy: Empathy is required in every conversation and connect. RJ Sayema believes that respect and empathy win hearts. For HR personnel, it is truly imperative to put themselves in the others’ shoes and establish an unshakeable bond with employees. Empathy must supersede every other emotion in order to truly connect.
• Thorough research: Whenever you turn on the radio, at any given point in the day, it seems like the RJ knows exactly what to play, say or do for that particular moment. This can be attributed to research - sometimes casual, sometimes meticulous. An RJ makes an effort to know his or her audience.  Likewise, a key competency for any HR professional is to understand employee behaviour. A competent HR person in today’s diverse workplace must know what employees need or want. This allows HR to provide an improved experience to employees, tailor-made to their preferences. This in turn will help employees repose their trust in HR.
• Consistent listening: RJ Sayema says that all you need to do is listen. That builds connection. A true listener will understand and analyse any situation in a much more competent manner than someone who does not know how to listen. Listening is, therefore, a key HR competency that each HR professional needs to be adept at. The sources to listen and absorb are ever increasing and they pave the way to providing a personalised connect with each employee. This helps in providing a personalized connect with each employee.
• Reinvention: If you were to look at a RJ in the present day and compare to how they were at any moment of time in their career, you would find a stark difference. Whether be it presentation, speech, energy levels, and so on, things change with time. It is known as “reinvention”. RJ reinvent themselves to remain relevant and together with the times. This helps them maintain their audience. A HR personnel, traditionally, has a specific set of activities to carry out. This seeps into how they interact with the employees as well. To remain relevant, a HR must be in tune with what the current employee wants and needs. Else, the HR risks losing the respect of the employees
• Multiple communication channels: In the present world of social media, RJs have taken to alternative modes of communication like Instagram, YouTube and so on to reach out to a global audience. Similarly, HR teams need to build a unified work culture and a positive employer brand by seeking alternative methods of communication, instead of relying heavily on traditional methods such as pulse surveys, engagement activity, etc.

RJ Vidit has nicely summarized that there are only two things at a radio station: a voice and a heart. We all are dealing with humans, and If you talk from your heart, it will touch the heart of the audience.

A modern employee requires modern HR techniques to feel connected and engaged. The traditional ways don’t cut it anymore. An employee today wants to be understood, to be valued. Incorporating modern HR techniques will get the best out of an organization’s most valuable asset – its employees. 

Let’s become the RJs of our organizations.

 

Article Source: https://www.peoplematters.in/blog/strategic-hr/how-hrs-can-get-inspiration-from-rjs-in-the-virtual-workplace-30915

Originally written for PeopleMatters.

Soul has no color!

 Soul has no color!

 

All the best things in life, such as water, air, and the soul, have no color. It reminds us that the essence of our being, our souls, transcends the boundaries of physical appearance and external differences. It emphasizes the importance of recognizing and celebrating the inherent value and worth of every individual, regardless of their race, ethnicity, gender, or sexual orientation.

 

The importance of diversity, equality, and inclusion in creating a fair and harmonious society. Each individual perceives the world through their own unique lens, influenced by what they see, say, and hear. It is crucial to recognize the power of these senses in shaping our perspectives and positive interactions with others.

 

Supporting the LGBTQ+ community and embracing diversity is not a matter of benevolence or favoritism, but rather a recognition of the inherent value and worth of every individual. The rainbow flag, as a symbol of LGBTQ+ pride, signifies the richness and diversity within the community, with each color representing different aspects of life, love, sexuality, and identity.

 

Verses from various scriptures, such as the rainbow being a sign of a covenant in the Bible (Genesis 9:13) and the comparison of Lord Krishna to a rainbow in the Bhagavata Purana(10.29.15), further reinforce the idea that the purity of the soul can lead to a connection with the divine. Just as the rainbow is a beautiful sight composed of different colors coming together, organizations should also embrace diversity and appreciate the unique perspectives and experiences individuals bring. Creating an environment where people feel safe to express their authentic selves is crucial, and it can be achieved through open communication, diversity training, and fostering spaces for dialogue and understanding.

 

By embracing diversity and striving for equality and inclusion, we can create a society that celebrates the beauty and richness of different identities and experiences.

 

It is crucial for individuals to be able to honor their identity, sexuality, and heart without fear or discrimination. The progress that the LGBTQIA+ community has made in recent years should indeed be celebrated, but there is still much work to be done to ensure intersectional equality and justice for all.

 

There are several important steps that organizations can take to foster a culture of equity and inclusion. Implementing policies that support the LGBTQIA+ community, such as gender-neutral pronouns, gender-neutral washrooms, and gender-neutral leave policies, can contribute to creating safe and inclusive spaces. Additionally, blind résumé screening can help reduce unconscious bias in hiring decisions, leading to more equitable employment opportunities.

 

Continuous communication with senior leadership is vital in fostering a sense of inclusion. Allies programs are initiatives that aim to support and advocate for underrepresented groups, including the LGBTQIA+ community. By actively participating in these programs, leaders demonstrate their commitment to inclusion and show solidarity with underrepresented individuals.

Promoting awareness and actively working to stop hatred and discrimination are essential principles of humanity. By implementing domestic-partner benefits, family-leave policies that treat all parents equally, and non-discrimination policies based on sexual orientation and gender identity, organizations can support the well-being and equal treatment of their employees.

 

Providing comprehensive health insurance that covers hormone therapy and gender-confirmation surgery for individuals seeking to transition, as well as offering medical leave for colleagues who are transitioning, demonstrates support for gender diversity and the well-being of transgender individuals.

 

Mentorship programs for career advancement can also play a significant role in promoting equality and inclusion by providing opportunities for underrepresented individuals to access guidance, support, and opportunities for professional growth.

 

By embracing diversity, equality, and inclusion, we can create a society that appreciates and honors the uniqueness of each individual. Just as a garden thrives with a variety of flowers and trees, our world becomes more vibrant and beautiful when we embrace the rich tapestry of human experiences and identities. It is important to recognize that despite our differences in appearances, backgrounds, or identities, the source of energy within each soul is the same.

 

Let us cherish the colors of life and embrace the multifaceted nature of humanity. By doing so, we can build a society that celebrates diversity, promotes equality, and allows every individual to shine brightly in their own unique way. All the best things in the life like water, air and soul has no color. 

 

Originally Written for ETHR World:

 https://hrsea.economictimes.indiatimes.com/news/workplace/soul-knows-no-colour-celebrating-unity-and-diversity-this-pride-month/100743225