Rohit’s journey with IBM began in 2008. Over time he has developed himself as an inclusive leader setting examples with every footprint. Let’s hear what he has to say!
Working with demanding clients and managers in a demanding environment for critical projects has been a factor for me – in enhancing my learning, growth & accelerating my success. The feedback mechanism and constructive criticism has a vital impact on one’s career. Although it sounds clichéd, learning is a continuous process. You learn from peers and people reporting to you, who possess great qualities, which you can pick up along the way. I have been fortunate to have a good peer group and a diligent team. I consider them as my strongest ancillary in my journey with IBM.
More On IBM Program’s
Talking about some of our IBM Programs, Find Mentor, stretch assignments, OJT to mention a few all contribute in the comprehensive development of an employee. All play a very important role in the overall employee development, regardless of the role the employee plays. That being said, these are valid only if the employee takes it as a serious undertaking! If you look at them as just another tick in the box, then it wouldn’t work.
For programs like Stretch Assignments, the key is to be able to balance the current job and the new one that you are contributing to. Endangering the former for the sake of the newer assignment really has no meaning in the process. The key is to have a strong foundation, learn the job, master at the grassroots levels, and most importantly work humbly and not threaten the roles of the peers already on the job. Only then one will be able to effectively contribute to the bigger cause.
As for the mentor programs, it is vital that one is prepared at all times, be it the mentor or the mentee. It is imperative to be an effective listener, regardless of your role, for an effective outcome to aid comprehensive development.
My IBM Experience
A mention of one memorable achievement that adds wealth to my experience at IBM, is my Stint at Kuala Lampur during 2010-2012. During this time I helped set up delivery centers in China & Philippines and it called for a lot of collaboration between the TA teams at these countries and the business leaders. So we worked across boundaries to unite the best of IBM’s expertise and resources – clearly in line with a key IBM practice – “Unite to get it done now”.
Another memorable milestone was 2015, an eventful year for the Talent Acquisition team – wherein we delivered huge results in terms of the hires we made that year. We are transforming the “what” & “how” of recruitment – simplifying processes to drive speed & agility thereby creating an exceptional user experience for both the candidates & clients. Developing analytical capabilities in the recruitment organization is another important area of focus. There is a lot of action and I have a diligent team – my biggest motivation.
In The face of Challenge
As managers we don’t just manage processes; we manage people: People with hopes, fears, and emotions, no matter how rational or justified. Generational and gender differences add in as well. Conflicts can arise from differing mindsets and communication styles. I feel it is important to be able to build a positive and conducive work environment that result in collaborative & productive teams. Another key challenge or rather a key responsibility I’d say is appropriately differentiating team member performance. It helps to draw objective measures.
A Message To People Managers
The importance of having solid people skills transcends industry and profession; so, whether you lead people, aspire to lead people, or work within a team of professionals, you need to apply people skills to achieve your objectives. I’d say clarity, focus, creativity and compassion are fundamental of thoughtful leadership. So if you had a way not just of “getting things done”, but ensuring that what gets done connects with the organization’s and your values, that would suggest that you are successful. Mentoring & coaching your team members so as to make them more skilled, productive and successful is a crucial skill that people managers need to have. Last but not the least, at IBM, the strength of the business is deeply rooted in the strength of individuals, so leading, inspiring and evaluating performance is a critical business leadership imperative.