1. Personal Effectiveness
- How Do I Measure it

2. Why Personal Effectiveness is
important…..
“In the long run, the ONLY sustainable source of
competitive edge is Organization’s ability to learn
faster than its competitors …”
……… Peter M Senge
(Author of The Fifth Discipline – The Art & Practice of The Learning Organization)
Industrial Age  Information Age  Age of Talent

3. Personal Effectiveness….. Few thoughts
 No. of times, I was on top of work related issues & ready with chosen action plan
 Am I able to Influence Decision Making Process Formal Vs Informal Power
 Authenticity of my own Data / Information - How many times it is challenged?
 My ability to Network across the Unit/ Organization/ Industry beyond my role
 My Key Learning's in the past week/ month/ Quarter : Simple data to distilled
wisdom

4. Personal Effectiveness…..
 Am I able to stand up & be counted for the issues
important to me / passionate about in work life
 Extent of effort I had to put for Information gathering -
Measure of Ownership
 Ability to Trust others – Build trusting work culture
 Advocacy - My ability to articulate my thoughts & also
explain rationally why I think like that
 Blend of Professional Will + Personal Humility

5. Personal Effectiveness…..
Learn to
master the art of
Expressing Yourself

6. Personal Effectiveness….. Express
Yourself
 A Bold Statement ; A Brave Stance; An honest
opinion; A Candid Comment
 An Awkward Question; A Difficult answer; An
Embarrassing Truth; A Blunt NO
 A Frank Yes; A Warm Hello
 Make the most of Every Opportunity / Moment
 Leave nothing unsaid

7. Personal Effectiveness…..
Why Attitude is important ?
 Start with gathering relevant Reliable / Authentic Data
 Add powerful Context  Information
 Add Human Thinking (use & gain +ve experience)  Knowledge
 Distilled knowledge with repeated usage/skill  Functional Wisdom
 Recurring Behavioral Patterns collectively form ATTITUDE - behavioral level
 Check frequently, Am I sharing Knowledge/Wisdom while communicating
With customers/ Clients/ Seniors - Any Key Stake Holders
 Our stake holders often expect Inference/ Knowledge/ Wisdom sharing based
on objective data sharing from us, instead of realms of just data alone

8. Personal Effectiveness
Leadership Essentials expected from Sai Talent Pool
As Is  To Be
Specialist  Generalist
Analyst  Integrator
Problem Solver  Agenda Setter
Warrior  Diplomat
Brick Layer  Architect
Support Cast  Lead Role

9. 9
He didn’t get up there by
himself
He doesn’t belong up there,
He doesn’t know what to do
while he is up there,
& We wonder
What kind of a dumb *** put
him up there in the first place.’
TURTLE ON A TREE TRUNK