Hello everybody, good afternoon to all of you. This is
Vineet Gautam, your trainer, your coach.
And today, actually in the last videos I am talking about
the corporate training sections, communications,
management, leadership.
We did so far. We completed all these things. Now we are
going to talk further. The most important topic is
performance.
We are going to talk about performance because based on
performance, your assessment is what exactly you are right
now and what you are going to become in coming future.
It is based on your performance. See, there are three
things. One thing is you are doing work.
Second thing is you are finishing work, completing work.
And third thing is you are performing.
You are just doing or completing. Finishing means you are
finishing.
Number is down. Finishing is number 3. Doing or completing
is number 2. But performing is number 1.
These all things can be applied anywhere.
You see, because of performance, the difference of one
thing, the quality is may be same but its price increases.
For example, you buy a burger from outside for 30 rupees
and go to a restaurant for 300 rupees.
If you go to a 5 star hotel for 500 rupees and if you go to
a 7 star hotel for 1000 rupees.
Burger is the same. But the system is being performed with
it.
Furniture, buildings, staff, all these things together and
the way it is being presented, the price of a burger for 30
rupees has been increased 30 times, 40 times and you are
ready to pay.
That is performance.
This thing happens with your work also.
You go home to eat food and whatever food is there on the
table is kept.
When you go to a hotel, the same thing is given to you in a
process.
First they give you soup, flower pot, yes sir, yes ma'am.
And after that whatever things are coming in a decent way,
they are decorated.
You cut a salad, you simply cut a salad and keep it round
and round.
They make a design and show it to you and because of that
its price increases.
So this is performance.
The basic raw material is the same but the way you are
presenting it, that is your performance.
So whether you are finishing the work, completing it or
performing it, this thing differentiates the quality and
price of the work.
That is why you cannot deny the importance of performance
at any level.
It is really really so much crucial.
This is a very important part.
A performance is an act of staging or presenting a play,
concert or other form of entertainment.
It is also defined as the action or process of carrying out
or accomplishing an action, task or function.
A performance involves entertaining an audience by doing
something such as singing, dancing or acting.
A performance can be singing, dancing or acting.
But mainly performance, when we are talking about
corporate, how you perform your work, that is the thing
mainly I am talking about.
How you do your work.
A performance should be such that the person in front of
you is surprised and feels amazing.
Wow! Amazing!
Yes! And these things are not practice, but right practice.
By doing continuous right practice, you go towards
perfection, towards performance.
Mostly in the persons you say, the practice makes a person
perfect.
No! Practice doesn't make a person perfect.
A right practice.
A right practice makes a person perfect.
You make a presentation.
You make it in simple words.
Make a PowerPoint.
PPT.
You add videos in it.
You add animation.
You add all these things.
So you get the right performance.
You stand on a normal stage and give a speech without all
these things.
And by adopting and using this video technology, you
perform it.
Everyone will see the difference.
And to show that difference so that people see something
different is called performance.
And that is exactly required all the way everywhere.
I have already given you two examples.
So, next actually I am talking about,
Planning is the process of thinking regarding the
activities required to achieve a desired goal.
You have decorated it.
You have ordered things of your choice.
You have ordered a dress of your choice.
You have ordered food.
All the way.
Decoration is also according to his choice.
According to the color.
Whatever he likes.
You have done all the things.
You will plan it.
It will take time to do it.
So, you will have to do planning.
So, planning is the process of thinking regarding the
activities required to achieve a desired goal.
Whatever you want to get, you have to plan regarding it.
Planning is based on foresight.
The fundamental capacity of mental time travel.
The evolution of forethought.
The capacity to think ahead.
You can do planning only if you have forethought.
So, whatever performance you want to give, you have to do
proper planning for it.
And do not do planning only in your mind.
You have to pen it down.
You have to write it.
Step by step.
If you write it step by step, you will know what is right
and what is wrong.
Where to cut from.
Where to plus.
And how to move ahead.
So, before activation, first step is your planning.
Planning can be defined as a process of setting up goals
and objectives for a given period of time.
In a particular time, you plan to achieve something.
That is called planning.
Formulating alternatives for the course of action to be
taken.
And finally, deciding on appropriate actions from the
various alternatives.
You take different types of decisions from the options
available to you.
You can use the things that are available at home to make
something decorative.
If it is not there, then there is no need to cry over it.
Use whatever is there.
So, you have made a plan.
Similarly, you have presentations in your office.
You participate in office activities.
So, wherever you do something, you make a futuristic plan.
Only then you can do the performance properly.
Monitoring.
Monitoring is a systematic and continuous collection and
analysis of information about the progress of a development
intervention.
Whatever plan you made to perform, you put that plan into
execution.
Now that you have put it into execution, you have also set
a time bound.
So, it is very important to monitor whether the work is
going on in the right way at the right time.
Otherwise, you will not be able to achieve your goal at the
right time.
So, monitoring is a major part.
Monitoring is a systematic and continuous collection and
analysis of information about the progress of a development
intervention.
Assessment is called monitoring and it is a required part.
I told you in Lehman that your plan is being executed.
Is it going well or not?
One thing is going well but it is lagging behind time.
It is also important to see that your launch date is the
same as the launch date of the project.
What will happen if it is completed two days after the
launch date?
So it is very important to monitor it.
Is it going well or not?
That must be also seriously taken.
Monitoring is done to ensure that all the people who need
to know about an intervention are properly informed.
So that decisions can be taken in a timely manner.
If you monitor the people who are working on your plan, you
will get feedback from them.
You will be able to tell them what is required and what is
not.
If you stay in touch, you will be able to make them aware
of the things.
Otherwise, they do not know whom to ask for help.
If you have installed a machine to build a building and
they do not have the material, they do not know whom to ask
for help.
They do not have anyone to ask for help.
How will the work be done?
They are also sitting idle.
We are getting beard.
We will ask for money in the evening.
So your money is going and time is running out.
And your work is not getting done.
The work will not be completed on time.
So monitoring is a major part.
You must do it.
Developing.
To grow any work,
You must keep the development process under assessment.
If the development is going on, what is the process?
You have monitored the work.
Secondly, whether the development is there or not.
Is it coming?
Is there anything or not?
You must keep an eye on it.
Then only your development will be visible.
Not on its own.
You planted a plant.
Is it growing or not?
Are there any insects in it?
Will you ever give it?
No.
The team you have planted, whether the development is going
on or not, or someone has trapped them.
Do not work.
Because it is your opposition.
If the work is not completed on time, your negative image
will be created.
So planting a plant or giving the work is not enough.
You have to check the development process.
And you have to supply the required things.
Time to time.
Then only you can achieve the right product.
The right plant will grow and you will see it.
The right result will come when you keep assessing the
development process from time to time.
Planning, monitoring, developing.
Rating.
Rating of something is a score or measurement of how good
or popular it is.
Increment.
This is how the system works.
People of one designation, how will they be promoted in the
future? Rating is given for every work.
And based on that rating, their ranking is made.
And by assessing that ranking, they get increment promotion.
This is a systematic process.
And because of this, you have to make continuous efforts.
Continuous.
It is not that you have done it for a month, and you are
enjoying it for two months, then your rating will come down.
That is why when the work is going on, if you put the
process of rating in it, that what is the rating of the
last one week, what level was the work at, and you feel
that if it is going down, then next week you have given the
target that it should be
at this rating, it should be at this level.
So in this way you have seen that five points should have
been there, three points are there, so next week you add,
not five, but seven points should be there.
Then you will be able to manage it in two weeks.
Otherwise, you have already gone two points down.
When will you be able to do this?
You will be able to do this when you give the rating, then
you will know.
If you don't give, then you don't even know that you are
already two points down. And when it comes to goal
achievement in the end, then two points will go down there.
So if you give a rating, then in this way, see, this is
more often than not a five-point
rating scale, five outstanding, four exceeds expectation,
three meets expectations, two needs improvement, one
unexpectable.
You have given a rating, you have given a rating to the
work of the people, you have given a rating to their
performance.
Now in this way, we have alerted them.
Like you said, five-point rating scale is outstanding.
You said four exceeds, expectations are okay, three meets
expectations, means it is touching the expectation, and you
are giving a rating of two, that there is a need for
improvement, and a rating of one means it is unexpectable,
you will not be accepted.
And in this situation, the candidate can also be fired.
So in this way, the other person also gets a chance to
assess their level, and you also get a chance to assess
them, and plus what is going on, how is it going on,
rating is an assessment tool assigned by an analysis or
rating agency to a stock or bond.
That is rating.
But what exactly they are doing different than you, better
than you, you can assess on a daily basis, and you can also
improve yourself.
But this will happen when a systematic rating process will
be put in place.
So it's really very very much important for getting the
performance.
Rewarding.
Giving a reward, especially by making you feel satisfied
that you have done something important or useful.
I have already said that whenever someone does something
better, then it is necessary to give him a reward.
This way he will know that he has done something better, he
has done something useful, he has done something important,
done something well. Is it a rewarding job?
If it is so, then he should be given a reward. You know,
rewarding is a kind of appreciation.
Appreciation boosts the confidence of the candidate.
Appreciation is something that everyone likes.
Let me tell you something logical.
You must have heard this before that there is a lady behind
a successful person.
Behind a successful person.
But, today in every field girls are becoming successful. In
every field.
So today, does anyone say that there is a gents behind all
successful girls, ladies?
No one says that.
But the fact is that if girls are getting success in all
the way, in office, in IT sector, in IITs, in UPSC, at
whichever level you look at, everywhere girls are leading
now.
If you look at the education sector, 99%, 99% because I am
in the education industry, most of the top schools'
principals are ladies.
If this is their percentage of improvement, then we will
have to learn to say yes ma'am.
Yes sir, forget it. Yes ma'am, yes ma'am.
Because you will find them sitting in every senior post.
And they have been given the credit that there is a lady
behind a successful person.
But today, why are we not giving this credit to the gents,
to the boys?
Because it is a fact that behind every successful girl or
ladies, there is a gents.
Whether it is a father, whether it is a brother, whether it
is his friend, or whether it is normal people.
Because we give them appreciation for free.
For free.
Ah, you are looking good.
What a job you did.
Even the boss appreciates them a lot.
And appreciation boosts the confidence.
Appreciation boosts the confidence.
And when confidence boosts the morale, then the performance
itself becomes even better.
You tell someone that you are looking good.
Which they get to hear 10 times in a day.
So they get better prepared for the next day.
We don't get anything.
We leave as we are.
So, boosts too.
And if someone needs notes in a school or college, and a
smart girl asks for notes, then 10 boys are ready to give.
If they haven't done it, then they will get it done from
somewhere.
They will get it done by investing money, but they will get
it done.
Their work is done.
But has anyone ever said that there are boys and gents
behind a successful girls or ladies?
No.
It is not said.
Here, if the gents are successful behind, then the madam
gives the number to leave them.
Latest news is that a cleaning lady became an SDM by
educating her wife.
And after becoming an SDM, the cleaning lady wants to leave
her husband.
So, giving credit is a far-fetched thing.
It is a matter of leaving.
I am not moving away from the topic.
I am just saying that it is important to be rewarded when
someone performs better.
But in today's scene, if girls are performing better all
the way, then behind those girls, there is a gents. This
should be accepted.
That gents may be father.
That gents may be brother.
May be friend.
Or may be normal gents.
Even if they are the boss of the office.
Because they are being given extra focus.
And that's why they are improving.
Of course, they are improving.
Even the teacher gives extra focus.
Of course.
Otherwise, we keep giving appreciation for free.
We keep distributing it.
We don't get anything from there.
The story is being reversed because of this.
So, rewarding work is both a verb and action.
Something we as individuals or as a society do.
We reward the work of others.
Either through praise.
Or through appraisal.
Or through good working conditions.
Or through monetary rewards.
It can be monetary.
It can be a gift.
That we honor and reward the environmentally friendly
nature of the work.
You can appreciate a work in any way.
And because of this, appreciation boosts the confidence of
the candidate.
Confidence boosted candidate.
The confident candidate can perform better than others.
And where did that confidence come from? From appreciation.
And the one who is getting that appreciation.
He got the clapping.
But yesterday it was said that today that is not being said.
I have an objection to this.
Fairness and accuracy.
Efficiency.
The fairness utility trade-off is an important concept in
algorithmic fairness literature.
It states that when some notion of fairness is enforced,
then usually the accuracy.
The performance should be based on fairness, accuracy and
efficiency.
Assessing all these things is very important.
I am going to discuss this point in the next videos.
So far, whatever we did, I am just concluding in this video.
In the next video, I am going to talk about this thing.
Hey, have you heard about the Refer and Earn program on
Pure Professional?
No, I haven't.
What's it about?
Basically, if you refer the post-graduation with AMVAC
program to your friends and they sign up using your
referral code, you'll get some awesome rewards.
That sounds interesting.
For every friend you refer, you earn points that you can
redeem for discounts or even cash rewards and also get the
job guarantee after completing course.
Count me in.
I'll make sure to spread the word to all my classmate.