To Stop a warlord is Shannon Sedgwick Davis’s account of her journey of fighting a notorious warlord spreading mass atrocities in Central Africa and consequently bringing peace to thousands of ailing natives.
Tag: employee feedback
In today’s world of technological advancement and aware customers with a host of options available, just a click away – customer service excellence is crucial for an organisation’s survival and growth! A happy customer is the best form of advertisement. Businesses today value the importance of customer service, and some companies go the extra mile to make their customers feel special.
Continue reading “Inspiring Examples Of Customer Service Excellence Across Industries”
Every single moment in our life happens only once, and if we are going to let it slip away, we lose it forever
The book Ichigo Ichie by Hector Garcia derives that each encounter one faces is unique and special. It talks about the Zen Buddhism qualities to enjoy every moment to it’s fullest which highlights the attributes of “Master of Tea Ceremony” back in 16th century. The book emphasises on learning how to make every moment once in a life time experience with the ultimate guide to the Japanese guide of Ichigo-Ichie.
The book urges the individual to simplify their lives by doing what sparks joy for them in the present. Keeping things simple can help you achieve the utmost level of happiness. This book talks about the beauty of impermanence, a state where certain object or a feeling would not last for ever and the present is the only thing in life which matters the most.
From this age-old concept comes a new kind of mindfulness. In The Book of Ichigo Ichie, you will learn to use all five senses to get yourself in the present. The book further states that every one of us contains a key that can open the door to attention, harmony with others, and love. This key is called the “Ichigo Ichie”
Are you the proverbial employee or the owner of your company?
It requires enormous courage to treat people working for you like owners instead of machines . Machines do their jobs but owners do whatever is needed to make their organisation and teams successful. Google has made fascinating discoveries on how to find, grow, and keep people in an environment of freedom, creativity and play. Larry Page and Sergey Brin wanted to create a company where work was meaningful, employees feel free to pursue their passions and people and families feel cared for.
Stay Inspired
As per their values, when you try to change the world, you are working on important things. You feel excited to get up in the morning. You want to be working on meaningful and impactful projects and that’s the thing which is in shortage in the world.
Company Visions Make A Difference
Many of the meaningful , effective and beloved people practices currently followed by Google today sprouted from seeds planted by Larry and Sergey.
Here are some of the finest and relatable (for us, at FocusU) examples –
- – Weekly all employee meetings which began when the company had a handful of people, continue even when the company is the size of a respectable city.
- Insistence that hiring decisions be made as a group as finally you have to work as a team player
- Employees sharing about what they were working on, turned into hours of tech talks
Drawing Parallels
Larry and Sergey, both deliberately left space for others to act as founders. They wanted brilliance to work free from the scrutinising eyes of management. At FocusU, we resonate with this attitude. After long hours of search, telephonic chats, we call our probable team players and subject them to meeting many of us. While skills and experience is hygiene, a values match is just as important for us. People who pursue interests apart from work always have an affinity with us.
“You’re Hired!”
Our search process takes long. But we rather get it right than making a mistake by rushing into a hire. Not that we get it right all the time! We have had instances where skill or values mismatch have shown up into 3 months of working with us and we have had to call off the engagement. Everyone at FocusU is a hero…here to play a unique role. Each one is encouraged to give full play to their potential, focused on meeting their goals. Yet we are stitched together to play as one team.
Conclusion
At FocusU, display of ownership is recognised. Hunger to learn new things by way of reading books, knowledge sharing, creating new program designs, pursuing learning outside the strict purview of their roles (and which could enhance their capability at FocusU)…all find traction here.
