Are we moving our young towards Pre historic basic instincts?


With rapid developments in Artificial intelligence and use of it in developing robots that can do almost anything what we are capable of doing we humans will be left with not much to do until unless we come to terms with our cognitive and emotional intelligence. In this next Machine age humans will be left serving the Machines , 3D printers and monitoring the distributed manufacturing facilities. Deep intelligence networks autonomously can start a war or robots can kill people if not programmed properly.  Nations and their policy for human development needs to have a vision 2050 and beyond , right now to prepare our younger generation (with their bodies implanted with sensors and other electronics that control their feelings and habits)  for co-existence with Intelligent machines which are capable to compete and win better over humans in terms of work , logic and processing power.

Roughly around 50% to 60% of planets population becomes available to do something drastically different than what we do presently by year 2050(May be earlier too). This mammoth population will have nothing much to do except eat and have fun when smart machines are doing everything that kept present generations busy with  work, family life and social engagements.

In spite of  living in the most advanced societies mankind will still need to deal with basic human emotions of greed, ego, desires, consciousness, primal instinct of survival, love, hate etc whether it is today or it is  year 2050 and beyond.  Evil characteristics are primitive in nature but always played a vital role and still will play a vital role. Interesting read on this here http://www.bbc.com/earth/story/20160401-how-did-evil-evolve-and-why-did-it-persist

Presently there is an attempt to redefine the fundamental ideas of exactly what it means to be a Human. We can witness unimaginable things happening due to huge investments that control the natural habitat of homo-sapiens and other species. These efforts will pave way of world dominance by a few big corporations and few people

So it is time for every nation to have a policy plan in place for Human Vision 2050 to keep human as humans with feelings, consciousness and intelligence to overcome basic negative instincts. Here are some of the ideas that I wish to propose to make mankind have a meaningful peaceful coexistence.

Academic.

Today’s education system leads to high stress, depression, anxiety and other neurological diseases. Kids Mental strength to withstand even small pressure is depleting fast in this digitally connected fast paced life style. So the syllabus should include developing good human emotions, empathy spirituality, yoga, meditation and how to lead a life rather than just live. Schools should start focusing on nurturing and imparting   human’s best practices, deep cognitive and emotional intelligence. The curriculum should be carefully drafted to make the future citizens to be intelligent enough to know what is good for their long term fruitful coexistence on the planet.

Corporations and Governments.

The smartest and most creative companies will never stop from being just a profitable company. They will strive to become dominant market player and try becoming dominant across multiple business domains leading to world dominance. The Most innovative companies are working on possibilities of making humans immune to diseases, stop aging and other unimaginable things to us today. (example : Calico project https://www.calicolabs.com/)

Powerful Government’s will attempt strategies to have control of natural resources thru world dominance militarily and thru other tactics.   These strategies should be carefully monitored by both companies and governments to avoid self-destruction on the long run. They should consider planet’s other living beings, natural resources as part of their planning for peaceful coexistence and to stay human as much as possible.  Company’s innovations or Government policy matters should enable all citizens to have equal opportunity. They should encourage and support individual’s cognitive and emotional intelligence for better life with best practices for themselves, society and their families for peaceful coexistence.

There is a trend to make humans half robots with body implants, which is so worrisome since these half human/half digital human beings will lose the abilities such as empathy, consciousness and other natural human feelings and finally end up destroying themselves and other living beings. This reminds me of the pre historic life styles where there is nothing much to do but to eat and fight to grab others territories.

Our kids with their soul mate, deserve a nice evening walk in a beautiful garden under the moonlight, listening to their favourite music and having memories that they can share and cherish with their near and dear.   Let’s nurture and nourish the planet with better practices and let our companies consider human feelings to be part of their Technology innovations strategies.

The new technique of Performance reviews


PR is different in different companies and the aim is to align employees to the goals of the company. But all said and done PR can create mixed emotions in employees and many feel stressful to know the shortcomings.

Performance reviews thru ratings also have shortcomings because of the bias in the perceptions it carries and it is imperfect science.

So in many ways Performance reviews are having challenges that will not bring the best intentions of the management nor satisfies employees.

I felt this whole exercise needs to be redefined in different ways. The following are my thoughts on this.  Please do not hesitate to add your feedback or comments.

This exercise should be preferably done by HR or Admin teams.

  • For the present financial year, HR with help from sales, marketing, and management teams should prepare a chart. That should contain details of required skills, competencies, overall revenue targets, expected sales, expected new skills, competencies needed etc. in the form a visual representation. This competencies/skills can be categorized on employee designations if needed and corresponding revenue targets should be matched.
  • HR should then make another matching visual representation of Skills, competencies and experiences of each employee and distribute the revenue targets across them. This can be done in the form of potential revenue generation capabilities and expected competencies in the form of what could be realized if a new skill is acquired. A sample for an employee by name Bob is as follows

PR

  • By categorizing the required competencies of each area and matching the same with specific employees skills will throw open the gaps that still need to be fulfilled by Bob.
  • Revenue targets that matches the above employee’s skills, competencies, experiences should be matched to each employee and discounted.
  • Now it becomes clear that there will be gaps due to forecasted sales in areas that need new competencies, or deficiencies in certain areas for people whose role needs that skill or competency or experience.
  • That should be made visible to employee and employer in a centralized location and accessible to everyone. As the employee meets the revenue targets or skills targets in the form of deliveries in the new skills area, data values of the above graphs should be adjusted during the year. That will instantly provide information to both employee and employer about the performance of every one.
  • Same exercise should be repeated for any other target areas such as employee’s growth, special contributions etc. as needed by the company.

There are several advantages with the above method. It makes employees to check their improvements as and when they want and becomes a major morale booster when they see the graph’s real time changes. It helps management to take corrective action and help employees as needed. PR exercise becomes much easier, seamless and highly visible.

Ultimately every PR aim is to achieve high productivity, keep employees happy, equip them with skills that are needed, help them to grow along with the organization, pay well and at the same time make sure the company’s target goals are achieved.

What helps firms to become successful in reaching their goals is by documenting major risks,  issues, potential problems, Known resolutions, ways of mitigating issues (example https://en.wikipedia.org/wiki/Andon_(manufacturing) )  and helping employees to have access to the knowledge database so they won’t repeat the mistakes.

Your thoughts please. ..

 

Agile professionalism


Wrote a blog for employees on how to stay successful  in their career in my linkedin profile. Click on this link for the post

https://www.linkedin.com/today/post/article/20140924055329-6970802-agile-professionalism

Silence or No response the worst kind of feedback


Some time back I was invited to a college that is on the way to Yanam  to introduce myself and my training institute. I spent a good amount of time with the Management and placement manager who is very enthusiastic, energetic and have great attitude to achieve something for himself and the college. So after learning about me and what I wish to do they asked me to send  email of what I train and agreed to arrange a guest lecture.

 As you might be aware from my  blogs I’m attempting to modernize thru my lectures and trainings  the way we learn , communicate  and gain employment effectively  so we are readily aligned to the modern industry practices and  much needed modern Organizational skills.  My aim is to see that students of tier 2 cities and rural areas succeed much like students from elsewhere from across the world by acquiring modern industry practices.

So I promptly emailed  my training documents to the placement manager and other concerned people of the college.  As I mentioned above I was supposed to be called for a guest lecture.  All these happened sometime in January 2010 and from that day I  called the concerned person on phone , emailed several times to remind him about the guest lecture but till today I did not hear anything from him or his team.

The above is one example of not getting feedback and prompting me to assume something that the  other person may not like.

It happens to me most of the time. I expect a feedback with whomever I contact such as the above college staff or my service providers or staff etc. I feel frustrated and confused sometimes not able to get communication or feedback from concerned person. What should I assume?  

Silence, is the worst, most damaging kind of feedback. Effective feedback is clear and specific. Silence is ambiguous and generic. It could mean anything.. If someone hasn’t called us, we think to ourselves, it must be that he doesn’t want to communicate something negative to us. We Indians don’t like to say “NO’ and we just don’t respond.

When working in organizations they expect you to speak when necessary or respond to emails on time or do work at expected time.

But if you carry silence (not able to communicate) to companies you will be the worst affected. For example you are new to job and don’t know much about a specific work your boss gives, you have a choice to speak to him or her and say you need help in the beginning but you assume that they might think you, as not knowing anything.

Now what you expect your boss to think of you, if you don’t deliver the work on time and at the same time did not ask for help?

So not speaking up will lead to misunderstandings and hurts your career.

If you speak misunderstandings don’t happen ,  they happen if you are silent for long time. And the longer the gap, the more room for misunderstanding. So the lesson is that you need to respond if somebody is expecting answer or wok from you. Never keep it to yourselves. Respond as quickly as possible. It’s good for your career.