Justin Colman’s Post

India’s triumphant victory in the T20 World Cup final was a moment of pure sporting drama and relief. After a 13-year wait, they fought back to beat South Africa by seven runs in a thrilling encounter1. Here are some key factors that contributed to their success: Composure Under Pressure: The players’ ability to maintain composure during critical moments was crucial. Whether it was Virat Kohli’s match-defining 76 off 59 balls or Arshdeep Singh’s tight penultimate over, India’s calmness under pressure made the difference2. Bowling Excellence: Jasprit Bumrah’s superb bowling (2-18) and the team’s collective effort restricted South Africa to 169-8. Their ability to execute plans under pressure was commendable1. Superstar Lineup: India boasts a team of superstars chosen from a population of 1.4 billion. Their talent pool and depth of skill were evident throughout the tournament1. Redemption: For Hardik Pandya, this victory was redemption after the heartbreak of losing the 50-over World Cup final to Australia eight months earlier. His crucial wicket of Heinrich Klaasen turned the game in India’s favor1. Historical Significance: This win marked India’s second T20 World Cup title, having won the inaugural tournament in 2007. It also ended their 11-year ICC trophy drought, bringing immense joy to fans and players alike3. In the end, it wasn’t just about statistics; it was about passion, determination, and the sheer joy of victory. India’s cricketing journey continues to inspire fans worldwide 🏆🇮🇳

Imagine using the same search for records management. That's most "In-Place" products. They use the native search that's on your Outlook, Teams etc. I call them piggy-backers. If you hear connectors or APIs in their pitch, you are getting a 🐷-backer. Pro Tip: Go to teams and try running a search. See how much of a horror story that is.

Managers, your employees don’t report to HR. They report to you. We don’t work with them on a daily basis. We don’t witness the amazing work they do and we don’t see the mistakes they make. So please take responsibility to address performance issues. Either good or bad. HR will however be there to coach you and help you. But we will not do it for you. #beagoodleader

Why Managers, Not HR, Should Own Team Performance A common misconception in many organizations is that HR should be responsible for driving the performance of the entire company. While HR plays a crucial role in providing tools and frameworks, it’s a flawed mindset to place full accountability on HR. Here’s why: Managers Directly Influence Performance Managers work closely with their teams, understanding their strengths, weaknesses, and development areas. They’re in the best position to set goals, provide feedback, and drive performance. HR is a Support Function, Not a Direct Manager HR’s role is to facilitate processes, provide resources, and offer training. They equip managers to lead effectively but cannot directly manage team productivity on a day-to-day basis. Leadership Drives Results Performance is a reflection of how well managers lead, motivate, and align their teams with company goals. Strong leadership is key to hitting performance targets. Accountability Should Be Shared, Not Shifted Shifting responsibility to HR dilutes leadership accountability and creates a dependency culture. Managers must take ownership of team performance to foster growth and achieve results. In conclusion, performance management is a shared responsibility. HR supports the process, but managers and team leads must take the lead in driving team success. #Leadership #HRManagement #TeamPerformance #PeopleDevelopment #LeadershipMatters #ManagementSkills #EmployeeEngagement #PerformanceManagement #HRLeaders #WorkplaceExcellence #EmployeeSuccess #LinkedInCommunity.

The biggest advantage of digital real estate: Flexibility and abundance. Unlike actual real estate, which runs more on the principle of scarcity (only a small group of people with the resources or access could engage with), digital real estate is accessible for everyone. For example, there are more than 1 billion users here on LinkedIn alone, but only 1% post daily. That 1% doing the consistent work of showing up will expand their digital real estate for the years to come and take up market share across the internet. However, here's the beauty of the landscape in general: Anyone can acquire market share within the same niche better than they would in real life. If anything, collaborating digitally between two brands is much more easier online than it is in real life.

😂 Many of my peers may laugh and nod while watching this! Not just performance management, it also applies to conflict management, employee development, employee engagement, workplace culture, diversity and inclusion... We are in a delicate position where we need to support and educate managers without overstepping. It’s a dance between offering guidance and nudging managers to take ownership of their roles as leaders, which goes beyond just managing tasks and extends into nurturing their teams.

It is important to recognize that employee performance is not solely determined by HR efforts. Each employee possesses the knowledge and capabilities required to achieve their individual goals, and it is not within HR's role to instruct them in this regard. However, HR can provide guidance and support to employees in their pursuit of these objectives and in acclimating to the organization. While employee performance is crucial to the progress of the company, it is not directly tied to HR responsibilities, as employees are considered capable of managing their duties. While HR can offer assistance and necessary resources, the ultimate responsibility for delivering high performance lies with the employees, not HR.

If you write short answers to most or all of these questions, play with the order a little and do some creative wordsmithing, you can come up with a concise and impactful Mission Statement.

So this just happened. Link to full article https://lnkd.in/gCbdrFg5

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