Posts Tagged ‘Economic slow down’

Social Entrepreneurship

November 11, 2010

An extract from the text of the lecture delivered by Shyamsunder Panchavati at Hyderabad on 31st October 2010.

“Social Entrepreneurship: A Change in perspective, from “Not for Profit” activity to a “transaction” towards Social Assets Accumulation”

“I am extremely happy to note that so many young entrepreneurs have taken time today to attend my lecture on Social Entrepreneurship. I hope this will probably help in removing misgivings in the minds of the youngsters about Social Entrepreneurship.

Social Entrepreneurship is an entrepreneurial effort like any other business. Only difference is, it is wholly or partially cause driven and more often than not, it complements in terms of increased brand equity to the brand that supports it.

The debate about the capitalism and “All Truism” is eternal and will continue till eternity. We arenow looking at a model that is a combination of the two. “All truisms” is a noble concept, but it is too noble a concept to sustain. What is an ideal combination depends on geographic, demographic and other factors. However there has to be a flexibility and scalability in action & approach as per the need and situation.”

Please read the full text and view the presentation

Best wishes,



What India’s Talent Shortage Means for the US

March 15, 2009

Here is your article. Please read and comment.


Ms Kanter

Ms Kanter

Seventeen hours of air travel and dozens of aloo parathas later, I am back from India, where I gave a keynote speech and workshop on innovation for NASSCOM. NASSCOM is the association for software and services companies, AKA the BPO (business process outsourcing) companies that some Americans think have “stolen” American high tech jobs – that is, the ones left after China supposedly stole American manufacturing jobs.
I am not sure what I expected in terms of mood. Maybe it would be a bit funereal due to a recent scandal in a large Indian BPO’er, or some ethical wrist-slaps to a few leading companies by the World Bank? Or perhaps I would hear glee over the cost-cutting moves by U.S. and other Western companies that could result in sending more work to India?
Instead, I found a sober, reflective mood about the limits to growth in a global downturn. There was a call for more innovation by Indian companies and for changes in the business model to stress high value-added services instead of inexpensive labor. There was a desire to become less dependent on large Western company customers by targeting emerging countries and smaller businesses.
And there was one interesting worry: that talent could not be developed fast enough to meet the demand as IT services continue to burgeon and find more applications. My first reaction was that this is good for America, as the IT innovation capital of the world (at least to date). My second reaction was that if India, which graduates about 10 times the numbers of engineers as the U.S., worries about a technical skills shortage, what about us?
Cisco CEO John Chambers, who spoke before I did with his usual charm, repeated his company’s investment in Bangalore as its second global headquarters because of the 600,000 engineers a year that India produces. Similarly, the 80,000-plus employees of IBM India make India the second largest country after the U.S. in terms of a concentration of IBM employment.
India’s importance will only increase. Its population will surpass China’s by 2020, according to U.N. projections. Of course, the competitive race continues – NASSCOM had attendees from China who want to create a Chinese IT industry to surpass India’s. And India has a huge problem of rural poverty and urban social problems. Still, the largest and best Indian IT companies, such as Wipro and Infosys, have become increasingly sophisticated in terms of human resource development; Infosys was recently named to a Fortune magazine list of the best companies for leaders.
In the uncomfortable pause caused by a terrible recession, there is time for Americans to reflect and learn.
America will create new jobs by tapping the inventiveness of entrepreneurs who can draw on a large pool of talent with so-called STEM skills – science, technology, engineering, and math. I wish that the federal stimulus package included less money on banks and more on investment in higher education and companies of the future. Venture capital is viewed as a purely private matter in the U.S., but there can be a public sector role. Singapore’s technology leadership derives from government investment. Massachusetts had a public seed fund starting in the 1980s that lent small amounts of money along with great credibility to startups that could then more easily raise private money after the vetting and state imprimatur. (BTW, the fund made a profit for the state.)
If we cannot learn a little more of the latest sciences ourselves, we can demand this from our children’s schools. We can find or found supplementary schools, like the Saturday math school in a Boston suburb founded by Russian immigrants (and whose attendees tend to be kids from families with Indian, Russian, and Israeli origins – are parents without recent immigration status too complacent?) We can support community science and math contests and make them as popular as the Putnam County Spelling Bee of song-and-dance fame.
More knowledge of India and its talent development efforts would be a good thing for America. If more Americans might find business opportunities through ties to India or knowledge of how to stay ahead of a formidable competitor, that would be a contribution to rebuilding the U.S. economy. Even better would be a determination to improve STEM education at home.
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Despite High Positions & Perks , Executives feel professionally dissatisfied & unfulfilled. Why???

March 13, 2009

Despite their lofty job titles and impressive pay, many high-achieving executives feel professionally dissatisfied and unfulfilled, and it is not surprising. Looking back, they wish they’d accomplished more or even chosen a different career altogether. Often they feel trapped in their jobs (most of them do).

Let us examine why people arrive at this impasse, & offer them guidance on how to break through it and reach their full potential.

Many people feel like victims when, in fact, most career wounds are self-inflicted. Taking control begins with understanding yourself: seeking frank feedback about your strengths and weaknesses from colleagues above and below you, and figuring out what you truly enjoy doing.

That goal isn’t about getting to the top. Rather, it’s about taking a very personal look at how you define success in your heart of hearts, and then finding your own path there. To discover your way, you need to step back and reassess your career, recognizing that managing it is your responsibility.

Every individual has his understanding and definition of success. It is not very surprising to find that different coaches or mentors have different perspectives and road maps for success. So other people’s understanding of success should not be a guide for you in selecting career choices and goals

Next, it’s critical to identify the three or four tasks central to your business and make sure you excel at them. It keeps you focused, it is easy to concentrate, monitor, evaluate, and affect periodic path correction as per need. Otherwise, success is likely to elude you or may not be to the extent you expect.

Once you’ve chosen the right enterprise, you must show character and leadership. Great executives put the interests of their company and colleagues ahead of their own. They’re willing to speak up, even to voice unpopular views. Many managers hit a plateau because they play it too safe. It should be a correct mixture of discretion and valor. And this mixture differs from case to case, opportunity to opportunity & situation to situation. But those willing to take calculated risks, identify their dreams, develop the skills to realize them, and demonstrate courage will find fulfillment. They may hit bumps along the way, but the resolve & application will guide them through success.

Best Wishes,



March 6, 2009

There are any number of reasons why you should advertise the value you deliver to your unit and your company. But mastering the delicate art of selling yourself isn’t easy. Overdo the self-promotion, and you can get a reputation as a grandstander. But duck the limelight, and you miss out on well-deserved plaudits.
Following are some examples of managers who learned how to put themselves and their good work forward–without putting others off.


Build a network of appreciative associates and bosses, not just by communicating with them, but by taking on tasks for them and following through on projects with them. Effective networks are simply mutual obligations between people. Show your boss and others in decision-making positions that you can get things done through others. Show them you’re connected.


Don’t steal credit that belongs to another, and do all you can to prevent others from stealing credit that rightly belongs to you. As in sports, a good offense is often the best defense against credit theft, Instead of directly confronting a credit hog–usually a futile enterprise–frequently inform the boss in meetings, emails, and informal chats about your role in the team’s recent coup and your ideas for future successes.


When the team leader compliments you on the job you did organizing the client meeting, don’t brush it off with an “Oh, it was really nothing.” Say how much the recognition means to you. Acknowledge the good effort you gave. And add something worthwhile that underscores the importance of the contribution you made. “I think it’s really important that these meetings are a valuable experience for our clients,” you might say, or “I put a lot of advance work into that new technology panel, so it was really rewarding to see the clients so engaged in the session.”

If you telecommute, you might worry about losing out to a rival who has his face before the vice president every day. Even if you don’t work from your home, you might need to cultivate someone whose office is 3,000 miles away. Today’s technology, makes it far easier than in the past to self-promote from a distance. Stay on someone’s radar through e-mail, voice messages, and the occasional phone call.
When contact is infrequent, people tend to think the worst about you or, even worse, think nothing about you at all.”


Some might think it sufficient to earn their supervisor’s appreciation; after all, he is the one with the most impact on a report’s evaluation, raise, and the other rewards of work. But the savviest strategists understand the importance of self-promoting to an even higher level, as well as horizontally to other units and their managers.
Your boss’s boss might be in a better position than your direct supervisor to give you a promotion or plum assignment. And a manager who shares rank with you today might be in a position of greater decision-making power tomorrow

Responsible Communication, That evokes interest and admiration

March 6, 2009

There are many areas to look at in communication: a message is communicated through visual, vocal and verbal means. From that, comes the importance of body language, how we present ourselves, and so on. The visual and vocal elements are indeed very important to effective communication, but we will not touch on that here.

Rather, let’s look at why many people experience a challenge in communicating effectively from the verbal aspect:

1. Self-consciousness.

Then a great truth dawned on me – to be a good conversationalist, we simply had to be a great listener. We had to be genuinely interested in what the other person had to say, ask the right questions (because we genuinely wanted to know more) and presto, people will laud us as great communicators!

It’s often our own self-consciousness that makes us tongue-tied and awkward. We are so pre-occupied with what intelligent idea to share next, that we can barely concentrate on listening to and understanding the other party.

2. Non-empathy

The other block to good communication is non-empathy. We are sometimes so intent on putting our ideas across that we forget to be sensitive or empathic to the other person. Is the person in a rush, or does he or she have other matters on his or her mind?

A good example is when we want to sell an idea to our boss: is he or she rushing for another meeting? Or perhaps he or she has just got some flak from his or her boss or a customer and is simply in a lousy mood.

3. Lack of clarity

This comes from a lack of clarity in our thoughts as well as our verbal communication. It starts from our thoughts: are we quite clear in our minds what is the message we wish to convey? From there, we move on to effective choice of words. Some people may have a language problem: they may be thinking in their mother language, say Mandarin or Punjabi, and trying to express their ideas in a language they are not comfortable with, say English.

Learn to organize your thoughts. Before making an important presentation, list down the points you want to make in a logical sense. If language is a challenge, then I suggest you write your ideas down in proper sentences and ask a friend to go through for you. I’m not saying you should read from your paper or memorize the “speech” but just writing it down and reading it a few times will help you a great deal in putting your message across.

Many people think as long as they speak fluently, they are good communicators. Not so, as those of you who have had to listen to someone go on and on about themselves, will testify. They may be such eloquent speakers, and even entertaining at times, but there’s only so much we can take in a one-way communication. I’m sure some of you have been in a situation where you just wish you were somewhere else after 20 minutes!

The highest level of communication which I personally would strive for as a communicator is what is known as persuasive communication. This takes place when the person we are communicating with, 1) understands what we want to say, 2) feels what we are feeling and is then 3) motivated to take action on what we have said. Effective communication may stop short at (2); the listener may not necessarily want to do something about what he or she has just heard.

One skill that can help you move from effective to persuasive communication is that of asking questions. This is a powerful skill that once you have mastered it, will indeed help you see immediate results in your daily communication – be it sales, presentation of ideas, talking to your friends or simply getting your child to do what you want.


Noble Laureate on Economy & Recession

February 20, 2009

Prof. Krugman is right in most of the things he said. However I feel he was a bit uncharitable on Henry Paulson. I feel the present situation is because of various factors, and may possibly be in spite of his best efforts, rather than because of him.

President Obama had a choice between pragmatism and populism.For the present he chose populism which is not a good beginning.Salary and bonus caps are not going to contribute to savings in real terms, but if it results in demoralization and, the resultant performance caps from executives. It is going to hit the already hard hit economy . I feel the corporate bosses should be encouraged to walk the extra mile and find means to sell more, which would result in more production, more jobs. More jobs automatically means more buying power, which results more production more jobs .Give buying power to the people, and make them partners in economy recovery. This could be the ideal cycle for recovery.

I do not agree with Prof. Krugman regarding the nationalization of large banks. Bureaucrats running the banks would result in lending in politically sensitive segments and accumulation of Non Performing Assets. Banks should be run by the bankers. The bureaucrats should run the administration properly. Rest will automatically fall in place.

Shyamsunder Panchavati

Please follow the link to view Prof. Krugman’s video

View video

Pres.Obama rebuilding trust , capping salaries boon or boomerang

February 17, 2009

President Obama’s   argument  looks quite convincing superficially. But on intense analysis it looks a bit arbitrary.The top executives will not mind the cuts so much as the way they have been suggested by President Obama. President could have reached the top brass through his government agencies or through the chamber of commerce,held discussions with the business leaders. The executives themselves would have come forward voluntarily with cap on their salaries as Citi Bank CEO has done. President’s decision has made them appear less patriotic than they actually are.

We should not forget that these are the same executives who contributed to the growth of the organizations thus contributing indirectly to the growth of the US economy and creation of jobs,If US is the only economic super power in the world,the contribution of these corporate bosses is more than substantial.

The economic slowdown is not entirely of their making, though they are also responsible partly.they are as much US citizens as other populace,and responsible for Presdient Obama’s victory.

Better option would have been to take them into confidence, and get voluntary
salary caps from them.This people Vs Industry battle does augur well for the growth of the country, because these two are interdependent.

Shyamsunder Panchavati