About Navin Muruga

Managing Director at Talenpac

What’s Your 20%?

‘The 80/20 Principle’ by Richard Koch is a book with a simple yet powerful piece of wisdom. Koch introduces the idea that just 20% of our effort determines 80% of our output. He’s not the first; the 80/20 Principle has been around for a while and is also known as the Pareto’s Principle or The Law of The Vital Few.

It’s an attractive concept that promises to free up our time and accelerate our growth. The 80/20 principle suggests we start asking ourselves, What is the 20% of my work that delivers 80% of my results?

Given how stretched we are for time, […]

What’s Your 20%? 2017-06-16T07:35:32+00:00

The Purpose Statement

Businesses exist to either solve a problem or create value for their customers. The questions to ask are,

“Who are we serving?” and “What problem are we solving / value are we creating?”

Those answers combined, form a purpose statement. Here’s how it might sound.

Empowering ___(customers) __ to __(solve problem)__

OR

Creating __(value)__ for __(customers)__

A powerful purpose statement inspires. It makes people want to work harder for you, pay more for your product and then keep coming back for more. It needs bravado. People are inspired by businesses that set out to solve big meaningful problems or create game changing customer value.

The Purpose Statement 2017-06-16T07:35:19+00:00

The Words We Use Matter

It makes a difference when we call employees people instead of human resources.

It makes a difference when we call our solutions providers partners instead of vendors.

It makes a difference when we advertise career opportunities instead of job vacancies.

And it matters when bosses are branded as leadership instead of management.

Words reflect who we are. It’s our brand and our culture.

The Words We Use Matter 2017-06-16T07:35:04+00:00

Reflection – Can We Spare 10 Minutes?

Consciously setting aside time to reflect everyday can be a powerful exercise.

We’re so busy being busy we sometimes don’t know why we’re so busy. Making time to reflect helps us reconnect with what’s important. It gives us a chance to ponder our decisions, learn from our experiences and think about our future.

It plays an especially important role when we learn something new. We often think learning programs need to be intense experiences with little room to breathe. When designing learning programs there’s a tendency to shy away from quiet time. It’s like we’re afraid to leave participants to their […]

Reflection – Can We Spare 10 Minutes? 2017-06-16T07:34:31+00:00

Learning Groups

Ask MBA grads what the top 3 most valuable takeaways were from their MBA experience and most will have ’course mates’ on their list. Learning is better when it’s social. Learning with other helps us leverage the experiences of our peers and offers us a support system to lean on as we go through the stretch of learning.

It’s an opportunity we often miss during corporate training workshops. A typical workshop has 25 people working in groups of 4 or 5, spending 2 whole days together. Participants work on activities together, share difficult feedback with one another and invest emotionally […]

Learning Groups 2017-06-16T07:33:55+00:00

Shared Responsibility for L&D Success

If you’re in L&D, you’re most probably solely responsible for ensuring your organisation’s L&D programs are a success. Your job is to design great programs and source engaging trainers. Your customers (employees) attend the program and expect to be motivated and transformed by your program and trainer. If they fail to change upon completing the program, it’s on you. Not them.

What if we added another dimension to this relationship? What if employees had to qualify for training? What if employees had to prove they’re worthy of and committed to L&D. What if you said to your customers (employees) “Hey, […]

Shared Responsibility for L&D Success 2017-06-16T07:33:11+00:00

Why Leadership Development Often Fails Before it Starts

Most leadership development programs attempt to close competency gaps their businesses just don’t care about. It’s a case of misalignment; program objectives don’t sync with business needs.

The solution is both straight-forward and hard to execute.

 The ‘straight-forward’ part.

Identify Business Needs: Define clear business goals
Identify Performance Needs:  Analyse what leaders need to do better or more of to achieve goals
Identify Capability Needs: Determine what skills leaders need to have to deliver on performance needs

The ‘hard to execute’ part.

The ability to identify business, performance and capability needs is dependent on the depth of L&D’s relationship with the business. Is L&D viewed as […]

Why Leadership Development Often Fails Before it Starts 2017-06-16T07:31:43+00:00

The Stretch – Train with Discomfort

The ‘stretch’ happens when you’re faced with a challenge you don’t yet have the knowledge or skills to overcome. It’s the zone of incompetence between your present self and future self.

When we were kids, each new year at school was a stretch. At work, each new promotion, each new project and each new boss is a stretch.

For an employee learning program to be effective it needs to stretch its participants. Often, we’re so concerned about getting great feedback and not boring participants that we only focus on the fun elements of the program and shy away from creating the […]

The Stretch – Train with Discomfort 2017-06-16T07:32:34+00:00