CONSULTANT ARTICLES - Rajesh Pundir, Managing Partner

The Hard Problem of Integrity | 31st March, 2019
Integrity is not as easy as we perceive it to be it has factors which are deep rooted in multitude of factors from society, family, culture from factors beyond our controls and hence It becomes a hard problem

Integrity simply means being honest & having strong moral principles. A simple word that a person should demonstrate sound moral and ethical principals in person & at work. The foundation of relationships with a coworker is built on integrity and thus stems out trust from it. Hence with honesty comes to trust and integrity is born.

It is so easy to understand yet so difficult to action. The word has been liberally used especially in the corporate world, and the last sentence in every reference report is ‘high on integrity’ and it has become just a jargon everybody wants it but no one owns it.

Why is Integrity a Hard Problem? Because as easy to preach and to provide basic lip service based on a person mannerism and being nice, however, it actually means doing the right thing when nobody is watching Or the ability to say NO.

Society & Culture: So does society and culture has any impact on how we behave & level of integrity one has. In a society like our where it is taught to be impolite to say no hence one’s ability to say NO even if it’s wrong is compromised. A society where we want all the rights and no responsibility.

Fear: The fear of losing one’s job or fear of impressions being formed by superiors is always high on our agenda especially in a cut-throat corporate culture, so how does one maintain integrity?

Education System: Do we have ethics and moral science as a subject that teaches us good and bad of society and how to live by certain principles.

Corporate Culture of Integrity:culture of integrity has to start at the top and is directly proportional to how top leader conducts himself and his leadership philosophy. An organization with a culture of integrity will develop trust, hence increasing loyalty & fostering teamwork and strong camaraderie. When we have “trust” in our dealings with a corporation it is usually because the leadership of the company has created a culture of integrity.

Integrity is not as easy as we perceive it to be it has factors which are deep-rooted in multitude of factors from society, family, culture from factors beyond our controls and hence It becomes a hard problem because to stay committed to one’s integrity is a personal one, however it depends on factors which are beyond one's control yet ultimate responsibility lies on the individuals shoulders. It is also said that integrity takes a lifetime to build and can be destroyed in a moment

The choice to stay committed to one’s integrity and code of ethics is a personal one, even in the face of a strong corporate culture that tolerates, encourages and condones behavior that is lacking in integrity and devoid of ethics.

The examples are plenty and as recent as Carlos Ghosn chairman who lost his job because of the integrity issue. If you look at corporate India there are plenty stalwart’s who fell from the heights because of a simple to understand thing called integrity. In all these cases it clearly showcases that integrity is a part of us which surely is not as easy as it is made out to be.

Full Coverage:The Hard Problem Of Integrity

4 best practices to recruit women at senior leadership positions | 22ndMar, 2019
Companies have put a lot of focus on gender diversity hiring and retaining in the last decade. Companies have come up with various strategies and consulting firms have been carrying in-depth surveys on the subject of gender diversity. From a lens of a search firm following aspects gave been critical in hiring and retaining women talent.
Company culture, workplace flexibility & policies
Employees in general today value good work place culture, transparency & flexibility but this aspect is particularly important to a woman. If an organisation already has good percentage of women in the organisation that makes up for a good cultural statement for the company and a good sell point for any prospective hire. It showcases certain good policies of the organisation and assumption rightly can be drawn that the organisation is already mature enough to understand the importance of woman leader. A well written policy can be an asset to the organisation in hiring diversity talent.
HR introspection the road map ahead
To recruit Women leaders for the organisation human resources will have to play a pivotal role they are the ones who are in the best position to identify gaps in recruiting, to roll out special programs in developing & creating an atmosphere so as develop & retain woman leaders. Human resources would be responsible for creating special mentoring programs for female executives.
High ethics & pay parity
Women in the workplace tell us they are very aware of and concerned about the gender pay gap. Even if you cannot commit to a full-fledged compensation audit across the entire firm, one should set practices that encourage consistent compensation across jobs. Also important aspect to see is that companies are promoting women fairly & there is no boys’ club mentality that hinders the growth of a female leader.
Bold steps with hiring partners
Companies have been and are demanding greater diversity from search partners. Evolved organisation have made it compulsory for search partner to have at least 40% diversity in the shortlisting process. Organisations are very clear that certain roles are clearly diversity only roles. All these steps clearly talk about organisations commitment towards reducing gender gap and would like to put more women in the board rooms.

Full Coverage:4 best practices to recruit women at senior leadership positions

7 things to keep in mind when hiring Millennials for senior levels | 28th Feb, 2019
The Millennial generation is career driven, ethics driven and have a sense of 'purpose'. Here’s why hiring Millennials at senior levels is a challenge that needs to be overcome and 7 things to keep in mind.

Millennials are powerhouses of potential! But how do you hire them and keep them in your company?

There are various ways in which Millennials are defined today. Millennials, in my view, are the "want it NOW" generation -- the generation that constantly seeks instant gratification. They are the ones born in the late 11980sand early 1990s.

This is a generation that appreciates the hustle to achieve something, is willing to work hard, and wants to stay engaged in productive work. They usually possess a wide range of interests, and have constantly evolving aspirations.

Here are 7 key aspects to be kept in mind while hiring Millennials for leadership roles:

1. They are digitally savvy

Born in a digitized environment and a highly consumer-oriented world, Millennials are used to readily accessible information, data and have a plethora of options for every aspect of their lives, which directly translates to their corporate or career outlook.

They don’t wait for answers, are quick on their feet and mind and like to be swift in whatever they do.

Either you match them or get left behind!

2. They have a strong life purpose and work purpose

Whatever the perspective is around leaders of this generation, Millennials come with an open mind and a strong sense of community, fueled by the digital networks they’ve formed and seem to focus on their commitment to the greater good of the world.

They attach a sense of meaning or purpose to not only everything in their lives, but also at work, which goes on to become a defining part of their personality.

3. They are performance driven

Millennials are not lazy, spoilt or entitled individuals as they are often perceived to be. In fact, they strive hard to perform well at work, and want their superiors and colleagues to acknowledge their efforts.

They are never complacent, extremely performance driven and expect a similar environment around them but at the same time, they outright reject the philosophy of work martyrs.

4. They are direct communicators and very curious

Another trait of a Millennial’s personality is their want for answers.

They will not mince words and are pretty direct in their communication.

They are also innately curious and will question everything that goes around which can sometimes put their superiors in an awkward situation.

5. They don’t feel guilty about using paid time-off

Millennials, unlike their predecessors, don’t feel the guilt of using their paid time off.

They know they are replaceable but still don’t go overboard wanting to show complete devotion to the job.

They also do not carry the wrong notion of no one else can do my job better than me.

5. They are serious about upskilling themselves

This group does understand that their talent is in high demand and the as times are changing and so is the required skill around them.

They acknowledge the window of opportunity, and are go-getters in that sense.

They value an organisation that clearly lays out career plans, or opportunities where they can reinvent themselves to stay relevant in the market.

6. They believe in company culture

Culture is the most important aspect of an organisation to Millennials; at times, more so than the remuneration itself. They want to know their job, and know that the organisation will value not only their skills but their specific talents as an individual.

Hence they believe in the fact that loyalty stems from the kind of culture that is instilled in the organisation.

Millennial leaders are not afraid to ask have you considered that the problem is your organisation? and that’s what makes them different as they will keep challenging the status quo.

Full Coverage:7 things to keep in mind when hiring Millennials for senior levels

The Hard Problem of Integrity
Integrity simply means being honest & having strong moral principles. A simple word that a person should demonstrate sound moral and ethical principals in person & at work. The foundation of relationships with coworker is built on integrity and thus stems out trust from it. Hence with honesty comes trust and integrity is born. It is so easy to understand yet so difficult to action. The word has been liberally used especially in the corporate world, and the last sentence in every reference report is ‘high on integrity’ and it has become just a jargon everybody wants it but no one owns it. Why is integrity a hard problem – because as easy to preach and to provide basic lip service based on a person mannerism and being nice, however it actually means doing the right thing when nobody is watching Or the ability to say NO..

Society & Culture:So does society and culture has any impact on how we behave & level of integrity one has. In a society like our where it is taught to be impolite to say no hence one’s ability to say NO even if it’s wrong is compromised. A society where we want all the rights and no responsibility.

Fear:The fear of losing one’s job or fear of impressions being formed by superiors is always high on our agenda especially in a cut throat corporate culture, so how does one maintain integrity?

Education System:Do we have ethics and moral science as subject that teaches us good and bad of society and how to live by certain principles.

Corporate Culture of Integrity

Culture of integrity has to start at the top and is directly proportional to how top leader conducts himself and his leadership philosophy. Organization with culture of integrity will develop trust , hence increasing loyalty & fostering team work and strong camaraderie. When we have “trust” in our dealings with a corporation it is usually because the leadership of the company has created a culture of integrity.

Integrity is not as easy as we perceive it to be it has factors which are deep rooted in multitude of factors from society, family, culture from factors beyond our controls and hence It becomes a hard problem because to stay committed to one’s integrity is a personal one, however it depends on factors which are beyond ones control yet ultimate responsibility lies on the individuals shoulders. It is also said that integrity takes a lifetime to build and can be destroyed in a moment.

The choice to stay committed to one’s integrity and code of ethics is a personal one, even in the face of a strong corporate culture that tolerates, encourages and condones behavior that is lacking in integrity and devoid of ethics.

The examples are plenty and as recent as Carlos Ghosn chairman who lost his job because of integrity issue . If you look at corporate India there are plenty stalwart’s who fell from the heights because of a simple to understand thing called integrity. In all these cases it clearly showcases that integrity is a part of us which surely is a not as easy as it is made out to be.

Full Coverage:The Hard Problem of Integrity

DNA MONEY - THE CHANGING FACE OF HR | 26th July, 2018
The biggest value addition which today's business world has understood is to manage the internal talent pool, increase productivity and build the employer brand while being cost-efficient and supporting the business with good employee based strategies;

Full Coverage:The changing face of HR