It’s been found that most professionals are using LinkedIn wrongly. Unlike other social media outlets such as Facebook, here one needs to be comparatively choosy though not extreme either as that would limit the pool of interaction. In many ways, LinkedIn is like an individual’s digital marketing, so done the wrong way it may instead backfire. Some rules of engagement exist. One such is that invitations sent to complete strangers must be avoided a five rejections due to not knowing can lead to account be suspended. One must also remember that each time a person becomes a first-degree acquaintance, one automatically provides the email ID. Thus a clear decision needs to be taken before going ahead. In order to connect with other members, some methods are more appropriate than others such as through any member’s profile. Another is by leveraging either the “Grow your Network” or “People you may know” pages. It may also be done through search results or LinkedIn’s own mobile app. The user must also beware of only including quality connections as this improves content on feed. It also enables more appropriate matches in search and opportunities to expand through LinkedIn. A personal message is a must while sending invites. It is also a good tactic to get introduced to a person using a known common connection as source. The In-Mail and Group features options must also be utilized.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/06/01/are-you-using-linkedin-all-wrong/#33f00bba5595

Uploaded Date:28/06/2017

Being a boss’s favourite is a privilege but also comes with several disadvantages. A boss’s favourite is treated by team members as an interloper, thus they do not trust the person and refrain from sharing crucial work related data. Too much attachment with the boss leads to suppression of individual ideas in favour of group think as the boss tends to overwhelm one’s ideas. Plus, the favourite status can be taken away anytime. Invariably, bosses tend to keep shifting their allegiances, leaving one in the middle of nowhere. Another important deterrent is that this status may lead to professional stagnation. The boss may delegate too much of the work on the favourite, or conversely the colleagues may try to themselves get their work done using the person as a conduit. Three tactics have been identified which will help professionals staying away from this admittedly attractive but career debilitating trajectory. First of all, even if the person has a certain clout, one mustn’t oversell it. Even if close relationships are maintained with the boss, one needs to maintain a distance and keep individual objectivity regarding work decisions. Finally, one must never let any perceptions hinder career growth. Appearing too involved may deny corporate training opportunities as the others simply assume that the person would not have time enough for developmental activities.

Source:https://hbr.org/2017/05/being-the-bosss-favorite-is-great-until-its-not?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+harvardbusiness+%28HBR.org%29

Uploaded Date:28/06/2017

Common understanding suggests that leaders with high levels of integrity are good for any organization as they will pass on such values to their team members. The corporate trainings provided at such firms put high focus on ethics and business values. Studies however, have suggested a slight twist to the tale. It has been found out that when leaders are viewed as persons with high value systems, then they tend to inadvertently promote a culture of conformity within the organization. This is because the juniors are afraid to question any part of his/her views. People with their own value systems may just suppress them simply because of the respect they have for their seniors and the ensuing blind faith. It could also happen due to the fear of standing alone in a crowd. This could get further scrutiny if the person with such individualistic beliefs belongs to any minority community or ethnic group. Thus the truly ethical of business leaders must promote a culture of honest integrity across the organization. People must be allowed to stand up for their professional beliefs.

Source:https://hbr.org/2017/04/if-your-boss-has-a-lot-of-integrity-you-may-be-more-likely-to-compromise-yours?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=16989916&spUserID=OTY0OTMwNTk5NwS2&spJobID=1000955152&spReportId=MTAwMDk1NTE1MgS2

Uploaded Date:27/06/2017

There is a thin line separating the merely successful performers who are numerous from the rarer ones that are future proof. This applies to both individuals as well as organizations. A future proof organization is one where the team has the capacity to plot a course through the hidden curriculum of work. Such firms embrace business innovations and overcome ambiguous hurdles. They imbibe an environment that fosters continuous learning. Each one of us is involved in two jobs. One is the actual one that is mentioned in the job description. Another includes the subtle interfaces within it. Navigating the hidden challenges successfully will transform one’s potential to become future proof.

Source:https://www.strategy-business.com/feature/How-Future-Proof-Are-You?rssid=all_updates&gko=01b91&utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+StrategyBusiness-AllUpdatesFullPics+%28strategy%2Bbusiness+-+All+Updates+%28Image%2FSyndication%29%29

Uploaded Date:27/06/2017