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Waitlisted after interview - 1
Awaiting final results - 1
Selected for interview - 1
Awaiting interview shortlisting - 1
Rejected without interview - 1

Oh wait, let me do cryptic keys!

Waitlisted after interview - I
Awaiting final results - S
Selected for interview - H
Awaiting interview shortlisting - B
Rejected without interview - C

Hah! Keys also updated in previous "count" posts! You can diff this with the last count :)

Ahmedabad: A two-day Doctoral Colloquium concluded at the Indian Institute of Management, Ahmedabad (IIM-A) here today. The colloquium was conducted on January 5-6 at the institute's campus. This is the second colloquium conducted by IIM Ahmedabad. The colloquium is conducted by the IIM with an aim ...

On many occasions in Business or life one might encounter a deal where the counterparty is very unreasonable. Entire deal might be unfair and the whole transaction is filled with mistrust. How does one then consider the offer or negotiate a deal?

Well! I took a course last quarter called ‘Bargaining and Negotiations’ where we were paired up every class and had to negotiate a deal. Most counterparts were very reasonable but some were aggressive.  On some occasions the transaction was setup as easy deals with overlap in interests, in others the parties were far apart. In almost all occasions we had opportunities to create value and win-win scenarios for both parties.

I will not go into further details of the course but mention that one of the takeaways was thinking about “BATFA” - Best Alternative To Negotiated Agreement. In most cases, especially complex ones, BAFTA is not clear. However, in many cases we choose to walk away from a deal without having thought about alternatives. We get emotional and angry at perceived unfairness and decide based on our impression of our counterparty. It’s good to be passionate and emotional about your stand and fight hard for fair deal but equally important for it not to cloud judgment.

Below are four images that show a deal in the making which parties walked away from. We all know the consequences quite clearly both parties are worse off now.

Source: http://en.wikipedia.org/wiki/British_Mandate_of_Palestine

Hi,

I am sandeep. Can you please help me which is better institute for CFA, ICFAI or American institute.

plz provide the rankings of mat institutes

plz provide the rankihgs of mat institutes

Sincerity. Honesty. Candor. We encourage candidates to strike at the essence of these attributes and, when this is achieved, successful essays inevitably follow. Yet, is there such a thing as too much of these attributes? In particular, when candor turns to negativity, the answer is “yes!” Sometimes, candidates unwittingly think that they are being candid but are in fact revealing themselves to have a predisposition toward pessimism, making it much harder for an AdCom to identify with their files. Such a situation is rather unfortunate, because the exact same idea can almost always be expressed in a positive and optimistic manner.

Example:

“In my current position, I am no longer learning and am afraid that I will continue to stagnate without my MBA. I cannot achieve my objectives to be a leader in my Marketing Department unless…”

Common sense would say that the AdCom would not be all that excited about accepting someone who has stopped learning or someone who believes that his career progress can be stopped by basic obstacles!

Example Revisited:

“As I look to the future, I recognize that with MBA training, I can dramatically increase my impact on my firm. With an eye toward a leadership position in our marketing department, I am….”

In our “Example Revisited,” the candidate is putting the exact same need for an MBA in positive terms and is thus making himself a more warm and engaging prospect (while still candidly stating a need for further education).

Before submitting your file, check for unnecessarily negative statements. While we would never suggest that every line in your essays needs to be “sunshine,” there is no need to reveal yourself as a pessimist either.

Do your employees know what success looks like in measurable and behavioral terms? Check out this podcast!

During this 34 minute podcast, I chat with Steve Kerr, author of Reward Systems: Does Yours Measure Up? I think all managers - and certainly all HR pros should check out this book. Steve was the CLO (Chief Learning Officer) for GE and co-authored the popular books The GE Work-Out and The Boundaryless Organization. During this chat, we talk about the important of operationally defining what we mean by excellence and how this conversion is at the core of management.

You can listen to my podcast with the Steve Kerr by clicking here:

You can also download an MP3 version of the podcast here.

And just a reminder.....

Here is the Podcast Feed for the entire Fireside Chat podcast series:

To see the complete list of podcasts in this series, select the Podcasts and Webcasts category on this blog or see the list on my main website here.

You can also find this series on iTunes (and several other podcast sites), just search under my last name for Fireside Chat.

dear i forgot my rollno and form no
now how could i chek my mat 7 dec result>

I found myself pondering the difference between humility and self-doubt this evening. To start this post and discussion, here are the definitions according to dictionary.com:

When I was interviewing people for Hip and Sage, I talked with my friend and fellow author and blogger Dick Richards. I recall that he said that he felt that people who are sage are generally also humble - and that if he were judging sageness, he would look for humility.

And while we are at it, let's throw the word cocky into the mix:

I was experiencing intermittent feelings of self-doubt and cockiness tonight - sometimes at the same time. And when I realized this, I reflected and shifted my thoughts to a more humble spot.

I think that BOTH self-doubt and cockiness come from a common place - insecurity. Humility, on the other hand, comes from being comfortable with who we are. And often - and this was true for me tonight - the insecurity is not logical.

Can we shift from self-doubt to humility? Yes, we can and quite quickly when we adopt a position of grace and joy and confidence in our skills, energy and intent. We live in a chaotic system (butterfly effect again) and we cannot predict the future. It would be time wasted to worry and second guess how others will respond to our work and overtures. But we can persevere, prepare and stay focused and in action. And when we do this we should feel comfortable with what comes from our work.

Many of our businesses reinforce self-doubt and cockiness and fail to cultivate humility. This is a shame and an area where I believe management development and management science can and should be improved. Why is it that our workplaces often leave us feeling insecure? Have we not yet jettisoned the outdated notions of management by coercion - or Pavlov's salivating dogs? Does it take humility to cultivate humility? Does business understand the value of humility? Is there a perception that insecure employees are easier to control?

Control is a farce - we know this deep down.

And I suppose that humility and insecurity are not mutually exclusive - we can be both humble and insecure. But for those situations where we show humility, I think there must be some level of comfort and security - or perhaps being gracious in the face of insecurity.

Some people are magnificent and flaunt it. Others are magnificent and humble. I know that I regard these two types of individuals differently, even if I admire all of them for their extraordinary skills or performance.

I think I will add to my list of 2009 resolutions - perhaps as a mantra more than a goal - to play at the top of my game with humility. This seems like a worthy endeavor.

Ah, human nature - so much daily-garden-variety neurosis to tend to, so little time. :-)