Best 49 quotes of Gyan Nagpal on MyQuotes

acknowledging the relative and emotive nature of ‘worth’, a fair wage is nothing but an economic and emotional threshold at which an individual no longer worries about immediate financial security. It is the point at which the focus shifts from the pay, to the work itself

Always solve for the big picture, not for the problem

A micro-task is best described as a task which is simple, repetitive or highly algorithmic in nature. Each executed task lasts between a few minutes to a few hours, and this short life-cycle ensures that a task can be contracted, completed and paid for expeditiously, often within the transaction window itself

Annual planning cycles doom you to short term fixes for long term problems

an organization’s capability agenda is increasingly less about your status in the company, the colour of your identity card, words in your contract or the job title you carry, and more about the value you create

artificial intelligence is forcing human endeavor away from simple, algorithmic and repetitive tasks towards solving problems and incubating new ideas. It is the human mind, as opposed to the human body, which has been an underutilized resource for far too long

A ‘truly global’ firm in 2020 should have the ability to be domestically relevant to consumers in both developed and developing markets – at the same time

best practices are useful reference points, but they must come with a warning label : The more you rely on external intelligence, the less you will value an internal idea. And this is the age of the idea

Breakthrough innovation occurs when we bring down boundaries and encourage disciplines to learn from each other

Careers increasingly come with a reboot button, and companies that realize this early possess a competitive talent advantage

Experience”, when no longer a measure of security, becomes what it is now: freely exchangeable currency.

Given the journey that talent management is on, we do seem to need new answers to new problems, rather than another retrofit of past practices

if we agree that in the future, every organization is essentially a digital organization—enabled through digital technologies, engaging customers on digital platforms and using online applications to drive sales, engagement or compliance—then it isn’t just the seamlessness of outcomes, but equally the methodology employed to deliver those outcomes which must be consistent across a large organization

If we agree that the education, employment and retirement continuum is no longer a linear “cradle to grave” construct, then several tools for managing this reality are increasingly proving redundant. Job descriptions used for hiring are one such example. Hiring managers often write these as a reflection of their own experiences, ignoring the fact that we are entering an era where the emphasis should be less on ready competence and more on transferable skills.

in a digitally enabled world, all businesses are global

In a future ready organization, ‘talent’ is increasingly a metaphor for capability—at the right place, at the right time and equally, at the right price.

in a world more networked and connected than ever, your talent increasingly doesn’t carry an employee ID.

In changing times, question everything you take for granted.

In linear times, an organization’s culture is its greatest asset. However, in exponential and disruptive times, some parts of that same culture can become large liabilities, creating persistent resistance to pressing change and renewal.

Innovative solutions to new challenges seldom come from familiar places

In the modern, networked and symbiotic world we live in, people management is less about squeezing performance from the organized few and more about curating contribution from the limitless many.

In times of rapid disruption and change, what we often realize quite painfully, is that all we have are experts on yesterday. No one is a true expert on tomorrow

It has taken management sciences an incredibly long time to wake up to the fact that for knowledge workers, cognitive engagement is vastly more important than physical presence. And this makes connecting with the ideas hidden within our talent very important, because ideas do what tedious supervision cannot—they raise initiative

it isn’t just talent which is mobile today, the work itself is highly mobile too.

It is our courage which defines us, not our constraints

Made up of over 150 million individual freelancers, the human cloud represents a new breed of technology natives who are redefining century old descriptions of both task and technique

Managers today must change from being supervisors of internal performance to being ‘curators of contribution’ from a distributed talent system.

Mankind, as history tells us over and over again, seeks the least painful solution and, as a result, ends up exchanging one problem for another

Many leadership development strategies fall short because they confuse leader development with leadership development. An easy mistake to make in the short term, yet perniciously lethal in the long term. Leader development is about ensuring a pipeline of leaders with the right skills for the roles they perform. Leadership development on the other hand is about the evolution of an organization’s leadership culture. Investments in leader development result in a skill and knowledge-based culture, while a focus on leadership development results in a future-ready purpose-based culture.

Most revolutions start small and simmer under the surface gathering strength, adding to an ideology, gaining favourable opinion- first as a credible alternative and then as the majority view

No job descriptions or supervisors are needed in the system which creates a virtuous balance between responsibility and reciprocity

Our obsession with scarcity makes us take for granted the very things that our survival depends on—air, water, climate, food, safety or even relationships. It’s only when something critically important becomes scarce and hence expensive that the human mind begins to acknowledge its value.

Perfect logic applied to insufficient information in limited time almost always results in a flawed decision

remember that the most talented employees don’t turn up just for a salary or to fulfill a routine need. They turn up bright-eyed because they have an idea in play

Stop obsessing about where you invest your money. Focus instead, on where you invest your time.

Talent, just like gold or any other precious commodity is subject to the same demand & supply economics

Talent today is more aware, assertive and empowered than ever before, which makes it respond better to coaching and facilitation as opposed to direction and control. And organization cultures are changing to reflect this need by dialing down entitlements, privileges and distinctions associated with rank. This is an age which puts a premium on democracy and respect over authority and seniority

The employment equation used to be built on a foundation of two-way loyalty. The world has changed. Today, successful employment relationships can only be sustained on a foundation of two-way honesty

The only way to control chaos and complexity is to give up some of that control

The relationship between humans and machines is better imagined as a partnership with machines employed to do work too repetitive or rudimentary for human intelligence, too dangerous for human well-being or too complex for human time. Human capability, on the other hand, has always excelled at fashioning such machines, creating meaning from the unfamiliar and in imaginative pursuits. In such an arrangement, technology does replace human effort, but only in areas where human effort is sub-optimal.

The world is moving so fast, that we have few true experts on tomorrow. All we have are experts on yesterday.

This is a time when some of the smartest people in business are eschewing the regimented rubrics of a nine-to-five job, and the safety of a predictable and sequential career, in favour of more independence and self-direction.

today some of the smartest and most productive talent chooses to give up the rigid strictures of full-time employment in favor of the freedom a project or a gig-based lifestyle affords them

we are entering an age where speed, flexibility, innovation and execution matter much more than decades-old qualifications or antiquated experiences dressing up a lengthy resume.

We are entering a world, where the only legitimate borders for work are skill boundaries

when the case for reorganization isn’t appreciable and well-accepted, the psychological cost paid by the continuing many, could easily dwarf the economic costs saved through the departing few

While mistakes may be local, in today’s connected world embarrassment is global

Your career has but one goal: To ensure your book of life is more than an anthology of salary slips.

Your talent is any capability which creates economic value for an organization’s customer or shareholder.