Tuesday, November 23, 2010

My Work

New Office-

Friday, November 19, 2010

Secret of Successful Negotiation

There was a time when I hesitated to negotiate because I was green. Now negotiation is “FUN” for me because I know what I am doing. Now I believe “everything is negotiable”. But don’t be mistaken it is a child game. You should learn the art of negotiation.

Here I will explore the Secret of successful negotiation which I have discovered over the years.

SET YOUR GOAL:

First you should know what you want to achieve. Like before starting your car you should know where you want to end up.

EDUCATE YOUR SELF IN THE SUBJECT:

Always gather the basic information and Knowledge about the subject before commencing to negotiations. You can not negotiate unless you are not willing to challenge the validity of the fact of opponent.

ACT AS AN INNOCENT:

If you will start “I am new to this”, “I don’t know” “you have great knowledge”, “thanks for educating me”. You will find opponent try to rush in to help you out. And he will reveal the fact and knowledge which he wants to cover.

FOLLOW 70/30 RULE:

Listen 70 percent of the time and talk only 30 of time. When you listen carefully enough, you may discover the true motives of opponent, and the rock bottom deal may get out form opponent mouth.

KNOW THE STATE OF MIND OF YOUR OPPONENT:

If you can read the mind of your opponent it means you hit the road. You should analysis how much desperate opponent is for closing his deal? What pressure he is caring to close the deal? This will help you to mold him according to your wish.

“NO” & “WHY” KEY OF NEGOTIATION:

Make the opponent impatient by asking for what he wants and then refusing to take “No” for an answer. In this situation he will come up with new deal, now this is the time you should ask “why” I should accept this deal. This will again compel him to give you the best deal.

DON’T OPEN YOUR CARD FIRST:

If you will purpose something for closing the deal it may possible you could not get the best form your opponent.

Anatomy of Negotiation

In my preceding article "Secrets of negotiation" I introduced the tools which make you an expert negotiator. Negotiation is the kind of tool that might really help you out of a corner in some circumstances, so in today's article, I am going to take a look at what is the anatomy of negotiation.

Personnel may be required to use their negotiation skills on different levels with people, internally regarding the sharing of scarce resources or even in their personal capacity in acquiring a vehicle or house. Negotiation even takes place as a requirement for leadership and within relationships. Every negotiator draw two lines the bottom and the peak, which tells his or her at what point he or she can negotiate, or what type of and how much authority he or she are enjoying, and what are the limitations, some time it seems the big barrier to become an expert negotiator. Several negotiators break down because one person bother about his or her bottom line and the other one have a number in mind, and one or both parties adopt a negative attitude for closing the gap. Ideal and realistic objectives must be set for the negotiation, including a fall back position. It is important to set the correct tone for the negotiation from the outset.

The elegant solution is a spectrum of authority not a point in space. Know what your parameters are - what are you authorized to negotiate on, and what is your bottom line? A pre-assessment of 'both' parties bargaining power should be made. I firmly believe if you are not authorized to take independent decision or you are not liberal on decisions, you can't be a negotiator. Because there would be a fear in your mind if you will take particular decision whether your senior will appreciates your decision or not, this fear may break your strength of negotiation. Authority is the fuel of negotiation. At first glance this section may appear very theoretical, but this is where the strategies and techniques are explored and practiced.

My advice here is if you are delegating authority to your subordinate give them absolute authority if you want to achieve the sheer result, appreciate them on their decision don't accept 10 out of 10 good result but , act as you want absolute from them.

Facility Management New Approach

When I got my first job in Facility Management, I had the burning desire to create something remarkable, memorable, and of sheer quality in my domain.

But I know it takes time, love and hard work, and you run the risk that it will go unappreciated. So what's the single biggest differentiating factor I use in choosing a writer? It is a Quotation "Stay on purpose, not on outcome". In other words, do the task because it is what you love to do or because it will help someone or is a valuable exercise.

In this book I will share my experience, skill, and knowledge to make you understand what is Facility Management (FM), what are the new approach towards FM, what are the branches of FM, and what are the quality of a successful Facility Manager and much more.

What is Facility Management (FM)?

Facilities management's current scope of functions encompasses several basic areas of management activity. Facility management is the practice of coordinating the physical workplace with the people and work of the organization. It integrates the principles of business administration, architecture and the behavioral and engineering sciences.

Fresh approach in FM

Initially Administration and Facility management was the synonyms, but today we know Facility management has vast area. Administration is one of the parts of Facility management, FM comprises every thing which related to smooth running of an organization. Facility management have witness an increase in their responsibilities for providing a safe and effective workplace for employees.

Importance of Facility Manager

Maintain a well-managed and highly efficient facility is critical to success. New technologies, security issues, operating cost, and health concerns also have had major impact on the importance of and need for facility professionals in organizations.

Qualities of a Facility Manager

Facility professional must be equipped with a good amount of knowledge and the ability to cope with and solve a multitude of complex problems and challenges. Below are some points which good to have in a facility professional.

Facility budget planning

Negotiation Skills

Process compliance

Awareness of new technology

Real estate acquisitions

Work stations configuration management

Architectural and interior planning and design

New constructions and renovation

Maintenance and operations management

Telecommunication integration, security and general administrative services

New way of thinking.

With so many variable responsibilities, the workday of a facility manager is anything but routine.

Area of Facility Management

The following list approximates the range of most facilities management departments in major companies. Not every facilities manager performs every function on this list because the mix of functions and responsibilities is unique to each company.

Real Estate

Project Management

Space Planning

Building Operations and Maintenance

Human and Environmental Factors

Basic Management Activities

Resource Planning

Quality Assessment

Communication

General Administrative Support

Real Estate

Selecting Criteria

There are many factors which need to be considered before selecting property. The following parameters should be used when you wish to survey your property requirements.

Location Details

•Location
•Mode of Transportation (in the Vicinity)
•Distance From Airport s (KM)
•Amenities within 10 minutes walk of property
•5 Star Hotels in the vicinity

Building Details

•Developer / Owner Profile
•Super Area Sq.ft
•Carpet Area Sq.ft
•Floor efficiency (%)
•Possession for fit outs
•Possession for Operations
•Number of Floors in the building
•Floor Available in the building

Technical Details

•Power Back up (Rating of D.Gs)
•HVAC Systems

Facilities

•Parking
•Free / Paid parking Slot
•Lift
•Green Belt etc.

Commercial

•Rent per Sq.ft.
•Maintenance Charges Per sq.ft
•Lease Term (years)
•Lock In Period ( In months)
•Escalations (%)
•Other charges (if any)

Building Ratings

•Building Grade
•Developer/ owner Profile
•Location

Documentation (On Rent)

Latter of Intent (LOI)

It is the first round document which indicates on which terms and conditions you are agree upon with the Land lord.

Lease Deed

Lease Deed is the comprehensive version of LOI which back by state Law (if it is on the stamp paper). It covers all clauses which are agreed upon by both the parties.

Rent Approval

It is a permission letter which issued by the concern authorities after paying the respective fees, and full fills required terms and conditions. (It is for Noida Utter Pradesh India)

Lease Deed Registration

Though lease deed itself a legal document but to some extant it is void if it is not redistricted.

Managers Behavior and Productivity

No organizations are free of issues like how to increase productivity, and maintain work place enjoyment. This article addresses the labor component of productivity and how best to motivate employees to work at high levels.

There are many factors which affect the productivity like materials quality, people skill, system & procedures, equipment & tool type, knowledge of worker, management skill, but the most important factor is attitude of superior. Appropriate leadership helps create a satisfying work environment conducive to high productivity.

Unmanaged or destructive behavior of a manager can turn the best job into a miserable one. Subordinate not only loose their productivity and creativity, sometime loose their workplace engagement as well.

Rude behavior of manager creates an atmosphere of mistrust and fear, and as a consequence has a negative impact on productivity and also increases the operational cost.

An employee, who is physically present but is under performing due to lack of inner commitment or their mental absence to his or her job, is one of the major cost elements.

What are the ways to cope up with this problem?

The simple and most power full ways are understand your subordinate; look the bright part of your subordinate rather than always finding the negatives.

Know their potential, appreciate them on their good work and the most important is "MAKE THEM FEEL".

Focus on their personal and professional balance.

Enjoy the freedom to serve others and to create a world of love and empowerment, this will create an environment of open communication and throw away fear form the work place and as a result increase the productivity.

The successful management of this process is ultimately the key to survival of any organization. It should be the concern of and a development goal for all organizational members, irrespective of their position.

New Way of Negotiation

Think back to a recent negotiation that you were involved in. Were you apprehensive that your counterpart in the negotiation would be better prepared or more skillful? Perhaps you were hopeful that the facts favored you and that your alternatives were much better than those of your counterpart. Were you nervous because your processional possibilities were tied to the outcome? During the negotiation, were you surprised by some new facts you didn't know or made angry by the patronizing attitude of the other negotiator? And at the end, were you thrilled at the outcome.

Don't let them get to you, good advice for negotiating? But what is the way to become the expert negotiator? I have experienced the new way of negotiation, which is very intrinsic, primary and fundamental part of human experience. We often negotiate under the influence of emotions, it plays many important roles: it motivates us to act; it provides us with important information about ourselves, the other party, and the negotiation; it helps organize and sharpen our cognitive processes; and it enhances the process and outcome of a negotiation when used strategically. While the emotion we experience provides us with information, the emotion we display provides information to others that can be an incentive or deterrent to their behavior. 

Initially, emotion was considered to be an obstacle to a good negotiated outcome and a foe to an effective bargaining process. Emotion in negotiation is a very common thing. Yet, many people suggest that being emotional is a sign of a weakness or is the behavior of an unsophisticated negotiator; some say that emotions must be repressed. 

There are many advantages to being an emotionally intelligent negotiator. For example, an emotionally intelligent negotiator is able to gather more and richer information about the other side's underlying interests and reservation points; can more accurately evaluate risk, which leads to better decision making; can better perceive opportunities to use negotiation strategies and tactics that involve emotions; and can more successfully induce desired emotions in negotiation opponents. 

Negotiations often suggest a variety of emotions, especially anger and excitement. Angry negotiators plan to use more competitive strategies and to cooperate less, even before the negotiation starts. However, expression of negative emotions during negotiation can beneficial: legitimately expressed anger can be an effective way to show one's commitment, sincerity, and needs. Excitement provides the high charge of negotiation.

Philosophy of a Leader and A Manager


Recently one of my friends asks me, do you want to be a leader or a manager? I replied him, certainly a good a Leader. He laughed at me and said "Do you know the world is full of managers and desperately short of leaders".
I asked him, could you please tell me the difference between two?
He said "when you are a leader, you work from the heart, and as a manager, you work from the head."
But it was more confusing to me; the point to remember is the difference between what you do as a leader and what you do as a manager. Furthermore, the head and heart need to be associated, not a free operators.
What I think about a leader is, a leader tends to lead up, he talking to the bigger principle of the organization, and he talks about, how the manager serves those principle.
While the manager tend to manage down, and tend to manage changes into people progress and get them done into the static basic in the same ways.
Leader tends to be focusing on strategic role and manager tends to focusing on tactical role. But at time they intersect but there is difference too.
The next question comes to in my mind, what is the Skills require for a Leader and a Manager?
A leader motivates the people to grow, to grow individually to help the organization to whole grow, and interpret the aim of the organization.  A leader is like a source of inspiration to others or a visionary. While the manager focuses attention on efficiency, effectiveness, and making sure the right things happen at the right time.  Manager also focused on logical attention to the good health of the organization.
A leader follow his own philosophy or way of doing, while a manager somewhat get his power or direction form a leader, or some time seems to be a follower. It does not mean a manager doesn't have their own philosophy of work or they lost the independence or no vision, they do have but some time the authority may week.
Manager is the first step to become the Leader, in managerial role you learn how to manage, where to be tactic, how to get your work done, etc. and then you climb the ladder.
In short a manager is a copy, while the leader is an original, the manager maintains; the leader develops


Job Wining Resume


You will be trained and educated in various skills in institutions - and there are enough jobs out there that need your kind of skills. But then, you are not the only one. An employer will carefully compare and contrast you with the scores of others with similar skills before coming to a decision whom to employ. The employer- in this exercise of evaluating candidates- refers most often to the resume. Often, the decision to employ or reject a particular candidate is taken within 10 seconds after reading a resume. Enough reason for you to present a resume that impresses, don't you think?
For example, if you are a sales or marketing professional, the potential employer will expect your resume r to reflect that type of expertise. In other words, the employer may decide that if you can't sell yourself, how can you sell their product or service, The crucial difference between your skills and your resume is that the latter has a purely temporary function. Once you land that plumb job- your skills and how you put them to practice are all that matter to employers. A well written resume is not a passport to permanent bliss. Just as a poor resume may restrict your chances of landing a job, a splendid resume may get you the job, but if you don't use your skills effectively, your professional growth will be stunted, or worse, you might get fired.
There are following points which need to take part in the resume:
· Quick Read.
· Get organized.
· Sell yourself
· Don't fake.
Now start to write a Resume

1. What should the resume content be about?
It should contain your name and your designation which explore you
2. What should the resume content be about?
It should contain brief summary of yours
You're Achievements
Your Awards
What your doing presently
Your Major experience with total years.
Your Specialty / Expertise.
Your interest in the job / organization
3. What's the fastest way to improve a resume?
Remove everything that starts with "responsibilities included" and replace it with on-the-job accomplishments, now mentioned your experience in reverse order (present to past). It should bear the Designation, company name, and dates of employment with total years, and after that key responsibilities.
4. How to Write your education details
Mention the highest education on top specifying it is a Degree, Diploma, Professional course, total years, date of start and end of course and of course the university or institution name. It should be chronological order.

5. What about listing hobbies and interests?
Don't include hobbies on a resume unless the activity is somehow relevant to your job objective, or clearly reveals a characteristic that supports your job objective. For example, a hobby of Sky Diving (adventure, courage) might seem relevant to some job objectives (Security Guard?) but not to others. It should be something like professional.
6. What about other information?
It should contain your blog or website details, it gives professional experience if you make it in hyperlink.
Additional information
Blog:  --link
Website:link
Contact Address:
Father's Name:
Date of Birth:
Marital Status:
Linguistic proficiency:


Tuesday, November 23, 2010

My Work

New Office-

Friday, November 19, 2010

Secret of Successful Negotiation

There was a time when I hesitated to negotiate because I was green. Now negotiation is “FUN” for me because I know what I am doing. Now I believe “everything is negotiable”. But don’t be mistaken it is a child game. You should learn the art of negotiation.

Here I will explore the Secret of successful negotiation which I have discovered over the years.

SET YOUR GOAL:

First you should know what you want to achieve. Like before starting your car you should know where you want to end up.

EDUCATE YOUR SELF IN THE SUBJECT:

Always gather the basic information and Knowledge about the subject before commencing to negotiations. You can not negotiate unless you are not willing to challenge the validity of the fact of opponent.

ACT AS AN INNOCENT:

If you will start “I am new to this”, “I don’t know” “you have great knowledge”, “thanks for educating me”. You will find opponent try to rush in to help you out. And he will reveal the fact and knowledge which he wants to cover.

FOLLOW 70/30 RULE:

Listen 70 percent of the time and talk only 30 of time. When you listen carefully enough, you may discover the true motives of opponent, and the rock bottom deal may get out form opponent mouth.

KNOW THE STATE OF MIND OF YOUR OPPONENT:

If you can read the mind of your opponent it means you hit the road. You should analysis how much desperate opponent is for closing his deal? What pressure he is caring to close the deal? This will help you to mold him according to your wish.

“NO” & “WHY” KEY OF NEGOTIATION:

Make the opponent impatient by asking for what he wants and then refusing to take “No” for an answer. In this situation he will come up with new deal, now this is the time you should ask “why” I should accept this deal. This will again compel him to give you the best deal.

DON’T OPEN YOUR CARD FIRST:

If you will purpose something for closing the deal it may possible you could not get the best form your opponent.

Anatomy of Negotiation

In my preceding article "Secrets of negotiation" I introduced the tools which make you an expert negotiator. Negotiation is the kind of tool that might really help you out of a corner in some circumstances, so in today's article, I am going to take a look at what is the anatomy of negotiation.

Personnel may be required to use their negotiation skills on different levels with people, internally regarding the sharing of scarce resources or even in their personal capacity in acquiring a vehicle or house. Negotiation even takes place as a requirement for leadership and within relationships. Every negotiator draw two lines the bottom and the peak, which tells his or her at what point he or she can negotiate, or what type of and how much authority he or she are enjoying, and what are the limitations, some time it seems the big barrier to become an expert negotiator. Several negotiators break down because one person bother about his or her bottom line and the other one have a number in mind, and one or both parties adopt a negative attitude for closing the gap. Ideal and realistic objectives must be set for the negotiation, including a fall back position. It is important to set the correct tone for the negotiation from the outset.

The elegant solution is a spectrum of authority not a point in space. Know what your parameters are - what are you authorized to negotiate on, and what is your bottom line? A pre-assessment of 'both' parties bargaining power should be made. I firmly believe if you are not authorized to take independent decision or you are not liberal on decisions, you can't be a negotiator. Because there would be a fear in your mind if you will take particular decision whether your senior will appreciates your decision or not, this fear may break your strength of negotiation. Authority is the fuel of negotiation. At first glance this section may appear very theoretical, but this is where the strategies and techniques are explored and practiced.

My advice here is if you are delegating authority to your subordinate give them absolute authority if you want to achieve the sheer result, appreciate them on their decision don't accept 10 out of 10 good result but , act as you want absolute from them.

Facility Management New Approach

When I got my first job in Facility Management, I had the burning desire to create something remarkable, memorable, and of sheer quality in my domain.

But I know it takes time, love and hard work, and you run the risk that it will go unappreciated. So what's the single biggest differentiating factor I use in choosing a writer? It is a Quotation "Stay on purpose, not on outcome". In other words, do the task because it is what you love to do or because it will help someone or is a valuable exercise.

In this book I will share my experience, skill, and knowledge to make you understand what is Facility Management (FM), what are the new approach towards FM, what are the branches of FM, and what are the quality of a successful Facility Manager and much more.

What is Facility Management (FM)?

Facilities management's current scope of functions encompasses several basic areas of management activity. Facility management is the practice of coordinating the physical workplace with the people and work of the organization. It integrates the principles of business administration, architecture and the behavioral and engineering sciences.

Fresh approach in FM

Initially Administration and Facility management was the synonyms, but today we know Facility management has vast area. Administration is one of the parts of Facility management, FM comprises every thing which related to smooth running of an organization. Facility management have witness an increase in their responsibilities for providing a safe and effective workplace for employees.

Importance of Facility Manager

Maintain a well-managed and highly efficient facility is critical to success. New technologies, security issues, operating cost, and health concerns also have had major impact on the importance of and need for facility professionals in organizations.

Qualities of a Facility Manager

Facility professional must be equipped with a good amount of knowledge and the ability to cope with and solve a multitude of complex problems and challenges. Below are some points which good to have in a facility professional.

Facility budget planning

Negotiation Skills

Process compliance

Awareness of new technology

Real estate acquisitions

Work stations configuration management

Architectural and interior planning and design

New constructions and renovation

Maintenance and operations management

Telecommunication integration, security and general administrative services

New way of thinking.

With so many variable responsibilities, the workday of a facility manager is anything but routine.

Area of Facility Management

The following list approximates the range of most facilities management departments in major companies. Not every facilities manager performs every function on this list because the mix of functions and responsibilities is unique to each company.

Real Estate

Project Management

Space Planning

Building Operations and Maintenance

Human and Environmental Factors

Basic Management Activities

Resource Planning

Quality Assessment

Communication

General Administrative Support

Real Estate

Selecting Criteria

There are many factors which need to be considered before selecting property. The following parameters should be used when you wish to survey your property requirements.

Location Details

•Location
•Mode of Transportation (in the Vicinity)
•Distance From Airport s (KM)
•Amenities within 10 minutes walk of property
•5 Star Hotels in the vicinity

Building Details

•Developer / Owner Profile
•Super Area Sq.ft
•Carpet Area Sq.ft
•Floor efficiency (%)
•Possession for fit outs
•Possession for Operations
•Number of Floors in the building
•Floor Available in the building

Technical Details

•Power Back up (Rating of D.Gs)
•HVAC Systems

Facilities

•Parking
•Free / Paid parking Slot
•Lift
•Green Belt etc.

Commercial

•Rent per Sq.ft.
•Maintenance Charges Per sq.ft
•Lease Term (years)
•Lock In Period ( In months)
•Escalations (%)
•Other charges (if any)

Building Ratings

•Building Grade
•Developer/ owner Profile
•Location

Documentation (On Rent)

Latter of Intent (LOI)

It is the first round document which indicates on which terms and conditions you are agree upon with the Land lord.

Lease Deed

Lease Deed is the comprehensive version of LOI which back by state Law (if it is on the stamp paper). It covers all clauses which are agreed upon by both the parties.

Rent Approval

It is a permission letter which issued by the concern authorities after paying the respective fees, and full fills required terms and conditions. (It is for Noida Utter Pradesh India)

Lease Deed Registration

Though lease deed itself a legal document but to some extant it is void if it is not redistricted.

Managers Behavior and Productivity

No organizations are free of issues like how to increase productivity, and maintain work place enjoyment. This article addresses the labor component of productivity and how best to motivate employees to work at high levels.

There are many factors which affect the productivity like materials quality, people skill, system & procedures, equipment & tool type, knowledge of worker, management skill, but the most important factor is attitude of superior. Appropriate leadership helps create a satisfying work environment conducive to high productivity.

Unmanaged or destructive behavior of a manager can turn the best job into a miserable one. Subordinate not only loose their productivity and creativity, sometime loose their workplace engagement as well.

Rude behavior of manager creates an atmosphere of mistrust and fear, and as a consequence has a negative impact on productivity and also increases the operational cost.

An employee, who is physically present but is under performing due to lack of inner commitment or their mental absence to his or her job, is one of the major cost elements.

What are the ways to cope up with this problem?

The simple and most power full ways are understand your subordinate; look the bright part of your subordinate rather than always finding the negatives.

Know their potential, appreciate them on their good work and the most important is "MAKE THEM FEEL".

Focus on their personal and professional balance.

Enjoy the freedom to serve others and to create a world of love and empowerment, this will create an environment of open communication and throw away fear form the work place and as a result increase the productivity.

The successful management of this process is ultimately the key to survival of any organization. It should be the concern of and a development goal for all organizational members, irrespective of their position.

New Way of Negotiation

Think back to a recent negotiation that you were involved in. Were you apprehensive that your counterpart in the negotiation would be better prepared or more skillful? Perhaps you were hopeful that the facts favored you and that your alternatives were much better than those of your counterpart. Were you nervous because your processional possibilities were tied to the outcome? During the negotiation, were you surprised by some new facts you didn't know or made angry by the patronizing attitude of the other negotiator? And at the end, were you thrilled at the outcome.

Don't let them get to you, good advice for negotiating? But what is the way to become the expert negotiator? I have experienced the new way of negotiation, which is very intrinsic, primary and fundamental part of human experience. We often negotiate under the influence of emotions, it plays many important roles: it motivates us to act; it provides us with important information about ourselves, the other party, and the negotiation; it helps organize and sharpen our cognitive processes; and it enhances the process and outcome of a negotiation when used strategically. While the emotion we experience provides us with information, the emotion we display provides information to others that can be an incentive or deterrent to their behavior. 

Initially, emotion was considered to be an obstacle to a good negotiated outcome and a foe to an effective bargaining process. Emotion in negotiation is a very common thing. Yet, many people suggest that being emotional is a sign of a weakness or is the behavior of an unsophisticated negotiator; some say that emotions must be repressed. 

There are many advantages to being an emotionally intelligent negotiator. For example, an emotionally intelligent negotiator is able to gather more and richer information about the other side's underlying interests and reservation points; can more accurately evaluate risk, which leads to better decision making; can better perceive opportunities to use negotiation strategies and tactics that involve emotions; and can more successfully induce desired emotions in negotiation opponents. 

Negotiations often suggest a variety of emotions, especially anger and excitement. Angry negotiators plan to use more competitive strategies and to cooperate less, even before the negotiation starts. However, expression of negative emotions during negotiation can beneficial: legitimately expressed anger can be an effective way to show one's commitment, sincerity, and needs. Excitement provides the high charge of negotiation.

Philosophy of a Leader and A Manager


Recently one of my friends asks me, do you want to be a leader or a manager? I replied him, certainly a good a Leader. He laughed at me and said "Do you know the world is full of managers and desperately short of leaders".
I asked him, could you please tell me the difference between two?
He said "when you are a leader, you work from the heart, and as a manager, you work from the head."
But it was more confusing to me; the point to remember is the difference between what you do as a leader and what you do as a manager. Furthermore, the head and heart need to be associated, not a free operators.
What I think about a leader is, a leader tends to lead up, he talking to the bigger principle of the organization, and he talks about, how the manager serves those principle.
While the manager tend to manage down, and tend to manage changes into people progress and get them done into the static basic in the same ways.
Leader tends to be focusing on strategic role and manager tends to focusing on tactical role. But at time they intersect but there is difference too.
The next question comes to in my mind, what is the Skills require for a Leader and a Manager?
A leader motivates the people to grow, to grow individually to help the organization to whole grow, and interpret the aim of the organization.  A leader is like a source of inspiration to others or a visionary. While the manager focuses attention on efficiency, effectiveness, and making sure the right things happen at the right time.  Manager also focused on logical attention to the good health of the organization.
A leader follow his own philosophy or way of doing, while a manager somewhat get his power or direction form a leader, or some time seems to be a follower. It does not mean a manager doesn't have their own philosophy of work or they lost the independence or no vision, they do have but some time the authority may week.
Manager is the first step to become the Leader, in managerial role you learn how to manage, where to be tactic, how to get your work done, etc. and then you climb the ladder.
In short a manager is a copy, while the leader is an original, the manager maintains; the leader develops


Job Wining Resume


You will be trained and educated in various skills in institutions - and there are enough jobs out there that need your kind of skills. But then, you are not the only one. An employer will carefully compare and contrast you with the scores of others with similar skills before coming to a decision whom to employ. The employer- in this exercise of evaluating candidates- refers most often to the resume. Often, the decision to employ or reject a particular candidate is taken within 10 seconds after reading a resume. Enough reason for you to present a resume that impresses, don't you think?
For example, if you are a sales or marketing professional, the potential employer will expect your resume r to reflect that type of expertise. In other words, the employer may decide that if you can't sell yourself, how can you sell their product or service, The crucial difference between your skills and your resume is that the latter has a purely temporary function. Once you land that plumb job- your skills and how you put them to practice are all that matter to employers. A well written resume is not a passport to permanent bliss. Just as a poor resume may restrict your chances of landing a job, a splendid resume may get you the job, but if you don't use your skills effectively, your professional growth will be stunted, or worse, you might get fired.
There are following points which need to take part in the resume:
· Quick Read.
· Get organized.
· Sell yourself
· Don't fake.
Now start to write a Resume

1. What should the resume content be about?
It should contain your name and your designation which explore you
2. What should the resume content be about?
It should contain brief summary of yours
You're Achievements
Your Awards
What your doing presently
Your Major experience with total years.
Your Specialty / Expertise.
Your interest in the job / organization
3. What's the fastest way to improve a resume?
Remove everything that starts with "responsibilities included" and replace it with on-the-job accomplishments, now mentioned your experience in reverse order (present to past). It should bear the Designation, company name, and dates of employment with total years, and after that key responsibilities.
4. How to Write your education details
Mention the highest education on top specifying it is a Degree, Diploma, Professional course, total years, date of start and end of course and of course the university or institution name. It should be chronological order.

5. What about listing hobbies and interests?
Don't include hobbies on a resume unless the activity is somehow relevant to your job objective, or clearly reveals a characteristic that supports your job objective. For example, a hobby of Sky Diving (adventure, courage) might seem relevant to some job objectives (Security Guard?) but not to others. It should be something like professional.
6. What about other information?
It should contain your blog or website details, it gives professional experience if you make it in hyperlink.
Additional information
Blog:  --link
Website:link
Contact Address:
Father's Name:
Date of Birth:
Marital Status:
Linguistic proficiency: