Employee Engagement !!! Wow..what a fancy term !!! What does it mean, Engaging with employees to develop better working relationships in today's environment. And what it takes ...well frankly nothing but an attitude of reaching out to people irrespective of their external traits like attire, looks, body odour, proficiency in Enlgish Language etc.... But are we adept to this philosophy....Quite frankly ...to answer in short ...NO.
Now, why am I writing this. Just for the background for this whining scribe, let me explain whats on my plate now and how much I abhor this work.
I have been entrusted with this mammoth so called Organizational Awakening project of creating Employee Engagement in this Calendar Year. And have been entrusted with the task of putting together a Blue Book (why do they call it that...why not White, or Red or Say Burgundy...how does it matter), for this. So here I am sitting on a Technologically faulty chair which is extremely comfortable to my posterior, and trying to tickle the remotest corners of my CPU (read Brain), to get this EUREKA idea of how to "Create" Employee Engagement. And I am irritatet, frustrated, exasperated to no end about it. You may ask why...of course you are entitled to ask that ....!!! Because, my common sense tickles me in the ribs as if to mock me and ask me, "Hey can you create employee engagement, isnt it supposed to be a given hygiene factor of Modern Corporate world?". And am speechless. So its a battle of Organizational Requirement and my Conscience. Somewhere we have to meet and patch up.
But, come to think of it I am not angry with the system or people, but I am perplexed with the entire phenomenon, as to why should we drive such a fundamental thing which every people manager should do first before even opening their emails.
Lets see where I am coming from. I go to a wedding. Meet new people. Completely alien atmosphere. How do I get myself comfortable? Well, exchange pleasantries...Hello, Hi..How Are you ..the works. Then chat up w.r.to work, life, family et al. After some time, we find ourselves surrounded by at least a couple of known faces and before we can say Jack Robinson, we are at home, laughing gregariously and having a good time...in short...we have been accepted by the larger group. Typically thats a pattern.
So why should this mode be different in the corporate jungle. Why do we take so much time to say "Hello, Good Morning, How are you? How was yesterday? How was your weekend...what did you do?". We are completely awestruck with Phirungs who do this so effortlessly but our culture or stiffness stops us short of doing the same towards our own colleagues. One person who is so jovial, caring, understanding, witty, and informal in Domestic Family life....undergoes a complete personality transformation when he / she is in the Work place. Then to say "Hello" he needs a calendar invite or a structures 1X1.
Sometimes I wonder have we forgotten the essence of the olden days when neighbours used to wake up and share a warm Hello with everyone in neighbourhood and the trend used to continue throughout the day. The local shopkeeper used to remember even the small occassions like birthdays in every house in the locality, the postman use to know everyone by name, the local ferrywalla used to know how to sell his wares, because he knew exactly what will work with each of the housewives in the locality...such was the society then. We never needed a formal invite to say "Hello, How do you do?".
But today, the Gated Community has given us a secured and luxurious lifestyle but taken us away from our next door neighbours, We have emails, and the phallacy is we communicate with the person on the neighbouring desk in our using emails and IM or Con Calls, We have fully lit supermarkets in the neighbourhood and we are happy to go and pick out of many snazzy brands however impersonal the sales staff is.....and sadly all these have made us "PROFESSIONAL" which has been misinterpreted into being mechanical, unemotional, unempathetic, cold and formal. Today, we feel its too soft to smile at everyone in the office. Today we feel, asking someone about their well being can be misread as being too mild.....Where have we landed ourselves?
And so here I am ....making a Blue Book to spend some million dollars over a project whose main idea is to give certain tools to the managers to make their subordinates feel good and special so that they choose to spend more time in the org...so that the ever spiralling attrition numbers can be arrested...so that we can have a better employee satisfaction scores.
Might sound strange and awkward and a bit gawky amidst a serious organizational article...but what the heck ...who cares ...I think its time to draw a leaf out of the Tales of Munnabhai !!! Give your people a mental hug (Physical might border too thin on the boundaries of Sexual Harrassment), whenever they feel low....Ask them "What happenned....What Can I do For you" when they feel hassled...I think thats a much better method of making someone feel special rather than a blue book.
Cmon managers, open those firmly clasped arms, and exercise those stiff upper lips...the Cure of engagement is in your pocket.....spare me from the agony of writing a blue book !!!!
Wednesday, May 23, 2007
Dadamoni - Unparallel
In a film we take out an average out of an actors performance and say that s/he did reasonably good. There have been many good actors who bring out solid almost perfect performances but it seldom happens that an actor is so absorbed in the character that all his limbs, all his facial expressions, all his eyes expressions work in synchronisation and what s/he delivers become a text book performance and s/he leaves no room for viewers to find any minute scope for searching any shortcoming in the performance. We may find many such scenes in Mughal-i-Azam by actors like Prithiraj Kapoor, Dilip Kumar, Madhubala and Durga Khote and Ajit. But its a classic film. We have several such scenes enacted by all four actors Dilip Kumar, Rakhee, Amitabh Bachchan and Smita Patil in Shakti. Its again a film having major star cast. But when it happens in a small film like Khatta Meetha then its a pleasant surprise because normally directors of such films dont seek powerful performances from their actors. They go for scenes in collective manner and they care for narration of the story rather than to concentrate on one actors performance. Ashok Kumar had been an actor who did this kind of wonder in many scenes in many films where he rose above the scripts, scenes designed by the directors. Khatta Meetha : he plays a Parsi widower and has four sons. He works as a foreman in a factory. His colleague David, another parsiman, pursues him a lot for marrying again and after his persistent efforts, Ashok Kumar marries a widow Pearl Padamsee, who is mother of two sons and a fat daughter. Pearls elder son Rakesh Roshan starts loving his class mate Bindiya Goswami, who is daughter of a rich man, Pradeep Kumar. Because of her fathers disapproval of her love affair, Bindiya Goswami leaves her home and she comes to stay at Rakesh Roshans home. Ultimately they marry with the blessings and support of Ashok Kumar and Pearl Padamsee. Rich Pradeep Kumar takes it as his insult and he manoeuvres in order to punish Rakesh Roshans family. Ashok Kumars job is taken away. Their home is taken away and police seals the home and they start living in the garden, in front of their own house. Rakesh Roshan is beaten by goons. Seeing these atrocities, Bindiya Goswami, decides to go back to her fathers home so that he does not punish her in laws more. Rakesh Roshan is sad but he also approves her decision because he cant see his mother and step father and brothers in problem. Ashok Kumar sees this and he is extremely sad, angry and frustrated. He goes to Pradeep Kumars office to meet him. He has no appointment but he manages to enter his cabin. He has got 2 minutes to talk and what he does in that given time period is sufficient to send goose bumps to audience. His body language is fantastic. He is shivering with frustration and extreme rage and with the feeling that he is unable to make much harm to this powerful and rich man sitting behind this big table on his high luxurious chair. His dialogue delivery is superb. His facial expressions are with no mistakes. Was he acting or living those moments in reality. If that is acting then thats a celebration moment for any actor. If one can match that performance then he is certainly a great actor. Ashok Kumar is not a man there with young blood that he would be swayed away under false impressions. He is a matured man and he knows his limitations. But he is unable to resist his emotions. He cant see that someone harms his step son and his wife. An animal or a bird can be quite non-violent, a peaceful creature but when it sees that its child is under danger then it can turn in to a violent creature. Ashok Kumar turns in to that person, who can do anything in defence of his children. He is weak but his weakness has been turned in to the strength and courage. He has put on everything on stake and he fears none and nothing now. And having all understanding about his charcater, Ashok Kumar has done wonders in that particular scene. Ashok Kumar aka Dada Moni, has left long list of powerful performances behind him but even if one scene has to be selected to suggest his acting standard to newcomers then one scene from Khatta Meetha is sufficient. What a piece of acting!!!! So much intensity in a scene!!!! One has to see that scene to enjoy its beauty. Actors have to see that scene to learn the class of acting. Directors have to see that scene to bring depth in their actor’s acting. Many actors have been doing mimcry act on Ashok Kumar’s part of vast acting style and they have established an image that Ashok Kumar was limited to that kind of style only but to know Ashok Kumar’s depth as an actor, one has to see his peformances in the scenes like abovementioned scene in Khatta Meetha. It has no usual mannerism which mimcry actors can catch. If an actor can copy this performance of Ashok Kumar then he should think that he has achieved in acting and he can now act independently in any role given to him.
Film(Not) Fare Awards
Filmfare Hazards !!!
The more I see desperate attempts to ape the Oscars, the more I feel sad. Watching Filmfare awards last weekend was a trauma and every year this trauma is just magnifying many a times. The question that comes to my mind is why is it so difficult for the World’s biggest film industry to organize one Award ceremony, which has got everything correct. Whether it’s the overall presentation or the awards itself, everything looks so amateurish. This year on year showcase of substandard and tacky production doubled with some of the most horrifying Award choices makes it so embarrassing.
History and legends have made Filmfare one of the most prestigious trophies over the years. If it would have been maintained at that I think it would have still been one of the most desired ones. But what makes it problematic is it comes out of the stable of a publication house and over the last couple of decades it’s the film fraternity which has started to rule the roost as the business of this publication house depends on our so called chocolate stars. And then there are other Publication houses and Channels who have floated their parallel version of awards. SO today barring the National Awards there are no awards that one can see and feel nice about.
Not that Hollywood doesn’t have different Awards. They too have Golden Globe, apart from Oscars, but the Oscars still holds the respect and honour intact as its promoted and presented by the Academy of Motion Pictures at Hollywood. So if we see closely it comes from a body that is reckoned to be the Mecca of Motion Pictures and its overall process of selection, nomination and awards doesn’t cause much controversy. Most importantly it commands enormous respect worldwide.
The question I see is why are we so overwhelmed with this format of Song and dance, tacky comperes, farcical nominations and doubly farcical award choices, which cannot be remembered the even the next day of the awards. On one hand we want to match the overall show note to note and end up making a big joke of everything. Stars and production houses go to any extent to buy out awards and then shamelessly come and make stupid, full of themselves speeches which leaves a complete bad taste in people’s mouth.
Last few years Shahrukh Khan, has gone to any extent to win awards. And this could be seen blatantly happening on the TV screen. SRK would strike a deal to feature as the cover story for 6 out of 12 months for the film magazine, agree to compere the award show or do one shoddy song and dance number for the show, ensuring some excitement amongst the crowd and the result – The Best Actor Award !!! And then the same shameless SRK would come and make a complete shoddy, non emotional speech (as if people are dying to listen to any crap that comes out his mind). God !!! Save us from such pompous souls.
Come to think of it this same Filmfare awards just a few decades earlier was awarding Naseeruddin Shah and Shaban Azmi for their performances in Masoom and Sparsh and Kamal Haasan for Sagar. Whats happening now? Its such a shame that one of your most competent actors – Aamir Khan, does not acknowledge your awards. Well if this is the most prestigious of the lot then they should have gone any distance to have convinced everyone of its fairness and transparency. Every year we see the same people calling shots – Yash Raj guys, Karan Johar, Saif, Salman, Shahrukh and now the Bachchans. What is this? Where are the others?
Why don’t we as the world’s no. one industry have a Motion Picture Academy? Why don’t we take all our movies in toto and bite the bullet to say, Mohanlal’s performance in Malaylam film “Thanmatra” was the best performance of the year by a male actor. Why cant we be honest and say Arshad Warsi was classic in Seher, or Amitabh Bachchan’s best performance was in Viruddh. Why are we reluctant in awarding Anupam Kher’s performance in “Mane Gandhi ko Nahin Maara”.
Why am writing these? In today’s scenario its all about lobbies and playing to them. So Filmfare is busy playing to these lobbies – The Chopras, The Johars and The Bachchans. Till the time we have such farcical things happening, we can kiss the real talents goodbye.
But, hail Madhur Bhandarkar for Page 3, Arshad Warsi for Seher, Sudhir Mishra, KK and Chitrangada along with Shiney for Hazaaron Khwaishein Aisi, and many more such soulful creations.
The more I see desperate attempts to ape the Oscars, the more I feel sad. Watching Filmfare awards last weekend was a trauma and every year this trauma is just magnifying many a times. The question that comes to my mind is why is it so difficult for the World’s biggest film industry to organize one Award ceremony, which has got everything correct. Whether it’s the overall presentation or the awards itself, everything looks so amateurish. This year on year showcase of substandard and tacky production doubled with some of the most horrifying Award choices makes it so embarrassing.
History and legends have made Filmfare one of the most prestigious trophies over the years. If it would have been maintained at that I think it would have still been one of the most desired ones. But what makes it problematic is it comes out of the stable of a publication house and over the last couple of decades it’s the film fraternity which has started to rule the roost as the business of this publication house depends on our so called chocolate stars. And then there are other Publication houses and Channels who have floated their parallel version of awards. SO today barring the National Awards there are no awards that one can see and feel nice about.
Not that Hollywood doesn’t have different Awards. They too have Golden Globe, apart from Oscars, but the Oscars still holds the respect and honour intact as its promoted and presented by the Academy of Motion Pictures at Hollywood. So if we see closely it comes from a body that is reckoned to be the Mecca of Motion Pictures and its overall process of selection, nomination and awards doesn’t cause much controversy. Most importantly it commands enormous respect worldwide.
The question I see is why are we so overwhelmed with this format of Song and dance, tacky comperes, farcical nominations and doubly farcical award choices, which cannot be remembered the even the next day of the awards. On one hand we want to match the overall show note to note and end up making a big joke of everything. Stars and production houses go to any extent to buy out awards and then shamelessly come and make stupid, full of themselves speeches which leaves a complete bad taste in people’s mouth.
Last few years Shahrukh Khan, has gone to any extent to win awards. And this could be seen blatantly happening on the TV screen. SRK would strike a deal to feature as the cover story for 6 out of 12 months for the film magazine, agree to compere the award show or do one shoddy song and dance number for the show, ensuring some excitement amongst the crowd and the result – The Best Actor Award !!! And then the same shameless SRK would come and make a complete shoddy, non emotional speech (as if people are dying to listen to any crap that comes out his mind). God !!! Save us from such pompous souls.
Come to think of it this same Filmfare awards just a few decades earlier was awarding Naseeruddin Shah and Shaban Azmi for their performances in Masoom and Sparsh and Kamal Haasan for Sagar. Whats happening now? Its such a shame that one of your most competent actors – Aamir Khan, does not acknowledge your awards. Well if this is the most prestigious of the lot then they should have gone any distance to have convinced everyone of its fairness and transparency. Every year we see the same people calling shots – Yash Raj guys, Karan Johar, Saif, Salman, Shahrukh and now the Bachchans. What is this? Where are the others?
Why don’t we as the world’s no. one industry have a Motion Picture Academy? Why don’t we take all our movies in toto and bite the bullet to say, Mohanlal’s performance in Malaylam film “Thanmatra” was the best performance of the year by a male actor. Why cant we be honest and say Arshad Warsi was classic in Seher, or Amitabh Bachchan’s best performance was in Viruddh. Why are we reluctant in awarding Anupam Kher’s performance in “Mane Gandhi ko Nahin Maara”.
Why am writing these? In today’s scenario its all about lobbies and playing to them. So Filmfare is busy playing to these lobbies – The Chopras, The Johars and The Bachchans. Till the time we have such farcical things happening, we can kiss the real talents goodbye.
But, hail Madhur Bhandarkar for Page 3, Arshad Warsi for Seher, Sudhir Mishra, KK and Chitrangada along with Shiney for Hazaaron Khwaishein Aisi, and many more such soulful creations.
Manage Situations and not Processes
The more I work with new-gen-grown-up-the-ranks managers, I am getting convinced that the only biggest tool that these set of people can bet their life with is the age old tool of Situational Leadership. I mean, come to think of it. Its basic yet so profound that not everyone is similar. They have different tastes for food, coffee, tea, movies, books, even shirt sizes...similarly they respond to different styles of leadership. Yet, more and more managers (even many senior ones at that), do not understand this. They tend to focus on more Standard Operating Procedures, Processes, Bussiness Process Improvement, Brown Bag meetings, yet forget to go upto a subordinate and ask, "Hey how is it going?". Its so simple yet ignored. Off late I have been a part of many so called "Attrition Reduction Meetings" and the more I attend these I come back feeling sad, angry, disheartened rather disgusted, gutted....as strong the negative emotions can be. Sitting there in the herd of people I feel bombarded by these so called strategies, which are purely wastage of Powerpoint slides. Its like trying to desparately make a simple engagement issue into a complex and complicated Organizational Calamity. Dr. Blanchard's theory seem to have had little or no takers in this country where hierarchy, red tapism etc. seem to be the pretty much the way to go. Just this morning I had this incident. We were having this discussion with some of the new managers trying to explain to them that we will be starting a program to develop their ability to connect better with their respective teams and I encapsulated the steps to be taken. One of the attendees asked a simple question related to an issue at work and suggested a possible way out for us to understand what is needed. Before I could appreciate the sugestion, pat comes a reply from one of the Sr. Managers, "You have been called here to just listen to our plans...not suggest a strategy at this point.." @#$%^^& This is just the tip of the iceberg. I strongly feel that the management in India must understand that in these turbulent times when people are sitting on a thin precipise of patience, its all the more important to understand where the person stands, what th eperson requires and alter your leadership style accordingly. Doesnt harm at times if you have to sit there silently listening to the down pour of a person. Probably after the pour, things will iron out.
Thursday, May 10, 2007
JD for Indian Coach
Was reading http://www.cricketnext.com/news/coach-hunt-continues-for-asian-teams/24919-16.html and the same thought came back again to my mind - Who will be the next Coach of the Indian Cricket team. Coming from HR fraternity and fresh out of an initiative called Competency Based Inteviewing Certification Workshop for my senior managers, I started looking at this assignment (of hiring a Coach) from that perspective. It did turn out quite interesting.
Because, I strongly feel Greg Chappell failed in India because he never really was the right candidate for the job. And such glaring hiring mistakes can cost millions of dollars in new gen MNCs resulting into enormous heartburns and finally culminating into a higly expensive attrition or termination. (If you compare Greg's tenure, it was quite the same - Wasn't it?). So Is Indian Cricket or for that matter, any establishment different from the Corporate world...or a job of a cricket coach or forthat matter any job different? So while, we have strict Hiring Codes and Standards set for Corporate world , what does it take for us to replicate similar standards to Indian Cricket too....Well..I didnt have to search long to find the answer. It requires brains, intelligence, or far simply Common Sense.
Lets not get into BCCI bashing, because coutless websites, bloggers, ex-players, TV channels etc. are already earning their Wine and Bread writing and talking about that. Let me (for Free), write this piece purely from HR perspective of how to get the best candidate for the job.
Question 1: How do we ascertain as to who would be the best possible Candidate?
Answer: Simple. We need to put our requirements on paper and then go out searching for the person who has in the past exhibited enough behaviours which tally with the ones we have listed as requirements. (Didnt you know...PAST BEHAVIOUR IS THE BEST INDICATOR OF THE FUTURE BEHAVIOUR / PERFORMANCE..!!!).
That brings us to the million dollar question,
Question 2: So what are our requirements?
Answer: This is the toughest part of this article. I have been hearing so many reasons people crucified Greg which were never the reasons which got him the job. Like, he never understood Indian Psyche, ethos, culture, traditions, emotions, mindset, (and numerous such non cricketing aspects which are so important in India. Hence my job description document begins with them:
JD for Indian Cricket Coach:
1. Should be a thorough student of Indian Culture, Ethos, Tradition, Temperament, Politics
2. Should have exhibited behaviours of being lenient with Star Cricketers and being always overawed with their personalities
3. Should respect the start value of players and not drop the untouchable (read chosen) ones like Sachin, Sourav and Rahul.
4. Should not have great Media Handling skills as that might propel him to feel attracted to press conferences. Should avoid press conferences (Person hating Press wallahs would be preferred)
5. Should know how to use laptops (Because thats a symbol of being hi tech..and creates certain aura in the dressing room), but should be poor in Email Ettiquettes. (Zero knowledge or fear in writing emails would be most preferred)
6. Should not be a straight talker, as that is against Indian Ethos and sentiments. We dont like directness in our talking. (Person with specific examples of being consistently diplomatic would be preferred)
7. Should not like limelight (should have shown interest in sitting in the darkness of the back of the dressing room - that would be extremely preferable)
8. Should not try to teach Cricket to Star players (i.e. 13 out of 15 players in the team). That would be blasphemy. (Behaviours of being silent during practise sessions would be mostly sought)
9. Should not be a hard worker, (should have exhibited behaviours of being fun loving and relaxed) that adds a lot of peace to the atmosphere.
10. Should not demand sitting in the selelction committee, as that might require additional chairs, cups of tea and biscuits and can severely hamper BCCI budgets. (Behaviours of being happy with whatever team is given will be overtly welcome)
11. Should be a puppy dog or puppet (which ever is preferable - we are liberal in giving that choice) of the captain. (Behaviours: should have been a yes man to the captain int he past)
12. Should not have the habit of showing fingers, teeth or any othe rpart of his anatomy to Fans...as they may tend to get confused because of their lack of understanding (Behaviours preferred would be a polite namaste everytime being in the presence of Indian Fans
Optional Qualities:
1. Cricket knowledge
2. New Gen Cricket Strategy
3. Game plan
4. Vision for the game in India (LEast preferred - as we are having 1349876 visions in our vaults already).
Now the Jd looks perfect, and if we can as Shastri, Venkat, Gavaskar and Co., to devise specific behaviour sorting questions based on the above JD, I can assure you my fellow coutrymen, we will at least solve one of the many problems at hand - We will get a coach who will be the most adorable one.
As for winning, thats never been one of our KRAs ...was it !!!! See all it needed was a HR consultant to solve the crisis...and that too for free.
Let me now, go to buy my own bread and (wine's expensive...cant afford)... Duplicate Mineral Water !!!
Because, I strongly feel Greg Chappell failed in India because he never really was the right candidate for the job. And such glaring hiring mistakes can cost millions of dollars in new gen MNCs resulting into enormous heartburns and finally culminating into a higly expensive attrition or termination. (If you compare Greg's tenure, it was quite the same - Wasn't it?). So Is Indian Cricket or for that matter, any establishment different from the Corporate world...or a job of a cricket coach or forthat matter any job different? So while, we have strict Hiring Codes and Standards set for Corporate world , what does it take for us to replicate similar standards to Indian Cricket too....Well..I didnt have to search long to find the answer. It requires brains, intelligence, or far simply Common Sense.
Lets not get into BCCI bashing, because coutless websites, bloggers, ex-players, TV channels etc. are already earning their Wine and Bread writing and talking about that. Let me (for Free), write this piece purely from HR perspective of how to get the best candidate for the job.
Question 1: How do we ascertain as to who would be the best possible Candidate?
Answer: Simple. We need to put our requirements on paper and then go out searching for the person who has in the past exhibited enough behaviours which tally with the ones we have listed as requirements. (Didnt you know...PAST BEHAVIOUR IS THE BEST INDICATOR OF THE FUTURE BEHAVIOUR / PERFORMANCE..!!!).
That brings us to the million dollar question,
Question 2: So what are our requirements?
Answer: This is the toughest part of this article. I have been hearing so many reasons people crucified Greg which were never the reasons which got him the job. Like, he never understood Indian Psyche, ethos, culture, traditions, emotions, mindset, (and numerous such non cricketing aspects which are so important in India. Hence my job description document begins with them:
JD for Indian Cricket Coach:
1. Should be a thorough student of Indian Culture, Ethos, Tradition, Temperament, Politics
2. Should have exhibited behaviours of being lenient with Star Cricketers and being always overawed with their personalities
3. Should respect the start value of players and not drop the untouchable (read chosen) ones like Sachin, Sourav and Rahul.
4. Should not have great Media Handling skills as that might propel him to feel attracted to press conferences. Should avoid press conferences (Person hating Press wallahs would be preferred)
5. Should know how to use laptops (Because thats a symbol of being hi tech..and creates certain aura in the dressing room), but should be poor in Email Ettiquettes. (Zero knowledge or fear in writing emails would be most preferred)
6. Should not be a straight talker, as that is against Indian Ethos and sentiments. We dont like directness in our talking. (Person with specific examples of being consistently diplomatic would be preferred)
7. Should not like limelight (should have shown interest in sitting in the darkness of the back of the dressing room - that would be extremely preferable)
8. Should not try to teach Cricket to Star players (i.e. 13 out of 15 players in the team). That would be blasphemy. (Behaviours of being silent during practise sessions would be mostly sought)
9. Should not be a hard worker, (should have exhibited behaviours of being fun loving and relaxed) that adds a lot of peace to the atmosphere.
10. Should not demand sitting in the selelction committee, as that might require additional chairs, cups of tea and biscuits and can severely hamper BCCI budgets. (Behaviours of being happy with whatever team is given will be overtly welcome)
11. Should be a puppy dog or puppet (which ever is preferable - we are liberal in giving that choice) of the captain. (Behaviours: should have been a yes man to the captain int he past)
12. Should not have the habit of showing fingers, teeth or any othe rpart of his anatomy to Fans...as they may tend to get confused because of their lack of understanding (Behaviours preferred would be a polite namaste everytime being in the presence of Indian Fans
Optional Qualities:
1. Cricket knowledge
2. New Gen Cricket Strategy
3. Game plan
4. Vision for the game in India (LEast preferred - as we are having 1349876 visions in our vaults already).
Now the Jd looks perfect, and if we can as Shastri, Venkat, Gavaskar and Co., to devise specific behaviour sorting questions based on the above JD, I can assure you my fellow coutrymen, we will at least solve one of the many problems at hand - We will get a coach who will be the most adorable one.
As for winning, thats never been one of our KRAs ...was it !!!! See all it needed was a HR consultant to solve the crisis...and that too for free.
Let me now, go to buy my own bread and (wine's expensive...cant afford)... Duplicate Mineral Water !!!
Subscribe to:
Posts (Atom)