Extra tips : Learnings from Good Managers v/s Bad Managers


How do you compare the two: learnings you had from poor managers and learnings you had from great managers?

The learning from bad managers remind of the difficult experience we had with them…….good managers with imparting great learning also help build a great relation….but the fact of the matter is that both make you more wise in corporate career and add a great learning value….

Advantages of Bad Manager:

1. Makes you prepare for hard times

2. Gives u an opportunity to learn on your own

3. U fill great when you join another co. or manager changes ;).

4. keeps you motivated for a job hunt

Disadvantages:

1. Difficult to give your 100% in current job.

2. A fear of making mistakes remains.

Advantages of Good Manager:

1. Opportunity to learn from him each day.

2. A motivation to work hard and give your 200%.

2. Makes you feel that you are on right career path.

Not much of a disadvantage otherwise he/she will also fall into bad manager category….

Bad Managers tend to increase the negativity in you – fear of mistakes, half hearted efforts, more lies and absenteeism everything starts becoming a part of life, besides anger , frustration and sometimes depression.

Good managers tend to increase the positivity in you – confidence is boosted, fear reduces leading to a more assertiveness and higher risk appetite, which often leads to success.Besides, there’s is always a hope of doing more and better professionally, which shows up in improved performance.

At times the learning curve, when working with a bad manager can be much steeper than when working with a good manager. Most of the people perhaps know what should be done but knowing what should not be done is critical too.

While good managers teach you the art of planning in advance, doing things right, help develop your confidence and guide you on Technical front as well as interpersonal relationships,

Incompetent Managers teach you to value all these things in a Good Manager.

However i would say both experiences are extremely essential in the growth of an individual in early wrking yrs

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Extra Tips : Managing team conflict


Managing team conflict is one of the core competency area a manager should have. However, it is one of the most difficult skills sou should nurture as a manager. In order to resolve team conflict you need to ask yourself the following five questions.

  • What are the symptoms of the conflict: Conflict can be defined as a serious disagreement for the successful completion of the project. They include:
    • Not completing work in time
    • Not returning phone calls or e-mails
    • Not responding to requests for information
    • Finger Pointing
    • Complaints, verbal abuse and hostility
    • Not attending the meeting
  • Each behavior does not necessarily mean serious conflict unless they are extreme. The extreme behavior may be irreparable damage like poor performance or miss the deadline.

    On the contrary, a high performance team is a group of people who can understand roles and goals, and they are committed to achieve those goals together. An effective team uses their individual skills and support each other to work together to meet their goals, . They communicate and share information. They believe in team work.

    A high-performance team:

    * Works together to achieve mutual goals.
    * Accepts the fact that each member is responsible, a team player, and committed to achieving team goals.
    * Communicates with each other.
    * Shares the achievement and failure together.
    * Shares information, helps each other, and admits the fact that the success of the group is dependent on each individual.
    * They can handle conflict.

  • What are the reasons for the conflict: Conflict occurs when the goal is not very clear or unrealistic. The ability to resolve conflict effectively is an important team skill. The reason of conflict includes:
    • Poor or no communication.
    • Lack of problem solving skills
    • Lack of clarity in purpose, goals, objectives, team and individual roles
    • Not sure about resources and sources for help support
    • Bad time management
    • Bad leadership and management
    • Job is not challenging
    • Lack of skill set in team members
    • Personal problems
  • How to address the conflict:
    • You need to define the problem first: Most people jump to resolve the problem first without knowing what the problem is all about. We should initially focus to define the problem together. Problem definition may change while gathering the data or may be further refined during problem solving.
    • Gather Data:  The next step is to gather data on what is actually happening. This means collecting facts that that are actual,
      observable, and measurable. It also means observing through meetings, teleconferencing, or video conferencing.We need to know about individual performances, who’s meeting deadlines and goals, who works independently,  who comes up with good ideas, who initiates, who takes on extra work and performs it etc.
    • Analyze the data: Analyzing the data means we can address what is going on with the team itself, and figure out the role the manager is playing. To diagnose the performance we should consider a> Lack of Communications, b> lack of problem solving skills c> Lack of clarity of goal, team and individual roles d> Poor time management e> lack of leadership f> Personality Conflicts etc.
  • Choose the Best solution: As we analyze our data, we have to separate it into small areas such as communications, turnover, etc.We have to look into “root causes” versus symptoms. If we get answers to questions in each area, we can focus in on distinct areas of the problem.We can work on solutions and then find out the best solution.
  • Implement the solution: After we analyze the data
    and develop solutions, we select the best solution for our problem areas and begin to construct a plan. This plan will include actions to address each problem area, and will include a schedule for implementation with measurements. Work on one or two areas versus trying to fix everything at once

Learning New Tools – A Perspective


Learning new tools and technologies has become part of daily chores of any IT professional. There is no way out. Or there is no good reason of why one should not learn new things. I personally am a tech savvy guy and always in lookout of learning new things. The interest is not just to learn things pertaining to data warehouse and BI but everything, which comes on way. The only thing that the new tools/technology I learn should have some fundamentals or concepts to take home.

During this last 6-7 years of being into IT, I have learned numerous theories, technologies, programming languages, tools etc. Most of them were through self-learning. But this self-learning was dependent on all my previous learnings, which I inculcated in the past and without which all this self learning would not have been possible. Today I just picked one more tool/technology to build some understanding on it. I don’t have the access to the software but just the documentation. This is one among few tools/technology I am trying to learn for which I don’t have the access of the software. Though I have hands on extensive hands-on experience on a similar kind of technology by another vendor.

This whole thing lead me to think of how can one approach taking up new tool/technology. Possibly three ways which came into my mind:

1. First hit the document.. get some background. and then come to the tool/hands-on and then again go back to the manuals/references. .. an then back to hands on.. May be over the period doing both things simultaneously.
2. First hit the tool ..let your intuition take over the wheel first.. play around stretch your understanding/intuition… and then come back to references/manual/docs/some text and then back to the tool. Over the period both doing both things simultaneously.
3. First attend some seminar ,some talk, some discussion ( as good as 1 but instead of text you are get into more live things) and then hit the tool may be then back to the manuals tools.. come back to tool/hands-on then go back to discussion and so forth. May be I call it Spaghetti approach. In this approach it could be that you start with Books first and then tools an then talks or any combination.

Which to choose?? Time and availability of resources can give the right call for this.. I keep trying all this approaches. Most of the times approach 2 is a good deal for me. Approach 1 is something we have been trying since the college days. First read about the “c” language, listen some lectures… and then get to the labs for some hands-on. And that was good since one didn’t had so many fundamentals/concepts built up, not so much of exposure to the tools/languages of similar kind. Again like all my postings, there is no need to reach to conclusion of which is better and which not. Depends like everything else. My idea here is just to bring out some points.

Important things to focus as you are 0 to 2 Year experience in Oracle Applications Technical


Important things to focus as you are 0 to 2 Year experience in Oracle Applications Technical

1.Learn SQL – Writing Queries

2.Be Proficient in PL/SQL Programming

3.Learn more or more on System Admin and Application Developer module

4.Learn Unix – at least basics !