Driving Instructor in Bournemouth UK

Many Friends ask me about the contact details of Driving Instructor based out of Bournemouth UK so I thought of publishing the information that I have.

All these instructor are good and tried by my friends just that based on their availability we can choose them  

1	Mr Ali - Manual Car	07950-907657
2	Mr. Paul	07771-616202
3	Donna - Automatic Car	07768-117974
4	Tracey	07866-582551
5	John Driving	07773-293961
6	Sam	07752-301325
7	Wheels Driving School	guttridger@wheels123.co.uk - 07809 434400 , Methuen Road, Bournemouth, BH8 8ND
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Need information on How to apply for UK Driving License, then Check this out :

http://jayeshbhoyar.blogspot.com/2022/12/uk-driving-license-dvla-how-to-apply.html

Why do management / leaders always neglect the request from hardworking and deserving talent?

Why do management / leaders always neglect the request from hardworking and deserving talent ? 

#CorporateTales

 

Many will agree to my observations and many will provide their justification to these scenarios, however these are just my observations and thoughts from last 16 years in this industry that I have spent in various organizations and worked with various clients.  But you must see the Happy Ending  from the employee's perspective at the end after the rigorous follow ups.

 

3 different employees, 3 different scenarios, 3 different requests but outcome and ending is the same.  

Question is why do leaders / management always neglect the request from the hardworking and deserving employee/talent at the start but always tries to meet them as part of retention policy when employee has already taken an extreme steps to move forward.

 

Scenario 1 - Employee 1

Year 1 - No Increment

Year 2 - No Increment 

Year 3 - Very Less Increment 

Employee to HR and Manager : My package is very less, I am finding it difficult to handle the expenses,  could you please consider doing some market correction, I am happy to continue the organization.

HR to Employee: Your current Compensation is as per market standards. We cannot consider your request at this moment.

 

Scenario 2 – Employee 2

Employee to Manager – I am an expert of XYZ niche technologies and I would like to continue working on projects having these niche technologies. But currently I am being pushed into projects which are not aligned with my niche skills.

Manager to Employee: Currently you have to work on these project, we do not have any other options.

 

Scenario 3 - Employee 3

Year 1 - No Promotion
Year 2 – No Promotion

Employee to HR and Manager: I have been looking forward for getting a promotion from last 2 years, in spite of having good ratings and feedback I am not getting it. I would be Happy to continue with the current organization for stability, if I get the deserving promotion.

HR and Manager to Employee:  We understand your hard work and dedication however currently we do not have scope for promotion. We will definitely look into this in next promotion cycle.

 

After few months of above discussions, The end of the conversation is same.

Employee – Boss, please accept my Resignation.
Manager - oh! What Happened?
Employee - Got a better opportunity, salary or designation in my next engagement.
Manager  - How much more?
Employee - 45% OR Next Role OR Project in same niche skills

After few days.....
Manager - We will match it, Can you stay with us, we need you here?

Employee - Sorry Sir, it's too late. I have already made my decision after rigorously following up with you and HR for several months in the past. I would have definitely thought on this if you would have come up with this solution few months back when we first started discussing about this scenarios. I am very Happy with the next opportunity that I have it in my hand.

Moral of the story.
Leaders should listen to their team's requirements and take good care of the deserving talent before it's too late.

Deserving employees always give enough time to the organization to take appropriate steps before taking a leap.
Employees also need to value themselves by accepting the offer/ company who values them rather than negotiating with current firm for more money

#leadership #opportunity #success

Interview Tales - Part 1 (Happy and Satisfied Candidate)

 

Today, I am going to share something related with the interviews that I always take for my organization.... please read till the end to read about the Happy Ending and How much pleasure I get to see the Happy and Satisfied face of Candidate!!!

Usually I join the meeting at least 5-7 mins prior to scheduled time to showcase the professional skill of punctuality. I always refer it as discussion instead of Interview. To make the candidate comfortable, I first start with the icebreakers questions. Explains my role in my current organization along with more information regarding the opportunities that we have in hand and then start with candidate's introduction.

I always acknowledge with appreciation if the candidate is able to answer the question correctly, this helps in boosting the morale of the candidate. 

I plan my interview such a way that I have enough time to cover all aspects of the interview. Also I always try give at least 7-8 mins in the end to the candidate to clarify their doubts or questions that they might have. 

During this last 7-8 mins when candidate ask different questions, one question is always there in back of their mind, "Did I clear the interview ?". Even though they can't ask me that question but I can read their mind :) . So after clarifying all their doubts, If the candidate is good and if I have selected them then I simply close the discussion by saying that "All the best for your next steps with <my so and so organization>. HR will get back to you with more details". 

You won't believe the immense pleasure that you will see on the candidate's face and that's what make my day to see a Happy and Satisfied Candidate.   I have literally seen candidates jumping from inside. 

See you with more Interview Tales in coming blogs 

#Interview

#InteriewTale

#DiscussionInsteadInterview

Do we really need a Mentor or a Coach in our life?

Hello Friends,

In this article I am not going to discuss the difference between Mentor and Coach but I am going to discuss the need of having them in our life. Feel free to provide your comments.

We always think that “I am best resource in my Team. I have accomplished N number of certification. I am  the expert and SME of my world”.  Then do I need a Mentor or a Coach?

Arjuna from Mahabharata was the best warrior but still when it came down to the final war it was Krishna (Coach / Mentor) who guided him successfully to overcome the challenges. Similarly in my opinion we always need a Coach or a Mentor in our life to overcome on our weaknesses/threats, to upsurge our strengths and to accomplish the opportunities to reach the pinnacle.  No matter how proficient we are in our field.

 

We should always have a Mentor in our life no matter how successful we are now because in the course of journey, when we are successful and receives many compliments. People starts calling you “Mr. Committed, Mr. Dependable, Mr. Dedicated ”, However as we grow we start feeling that our fulfilment is coming down. We feel that we have lost our own identity.  Any disturbance at work place starts impacting you. If feel you are stuck at your place. That’s the wake up call to have a Mentor / Coach in your life.

 

There is no reason for us to be alone in our career, Many people have been in the exact same situation where we are right now and they have successfully sailed through this situation. That’s when our Mentor / Coach comes into picture to help us in sailing through the situation.

 

Be the Arjuna (Coachee / Mentee ) so that Krishna (Coach / Mentor ) can enter in your life to overcome the challenges that you are facing now.

 I am not an expert in this topic but just wanted to share my views on above topic.

So do you have a Mentor or a Coach?
If Yes then great you are on a right track...
If No, then start looking to have one for you... I promise it will help you in long run...

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This is apart from my original views just for the reference, Those who wants to know more about Mentor Vs Coach, I have found out a very good image for comparison

https://jackiemjensen.medium.com/whats-the-difference-between-a-coach-and-a-mentor-and-when-do-you-need-each-10476bb1abad

Evolvement: What can we do to make you stay longer?

Why so many jumps?

Why did you leave all those companies?

Is the candidate lying?

What is the guarantee that the candidate won't leave our organization as well?

All these questions are there in the minds of recruiter who is hiring the new candidate that's fine but it becomes worse when it comes out of mouth in front of genuine candidate.

Dear HR,
If you'd screened the resume of the candidate and shortlisted the candidate then why these questions are asked?
You know deep within that the genuine candidate will rejected based on this. Then why call and waste the candidate's time and yours?
People leave for various reasons -
No motivation in current job
Culture fitment,
Fussy Bosses,
No Salary Increments
May be Personal.

Don't doubt that. Some are genuine and some are forged (Reference check will take care of that).
Stop doubting every word the candidate speak. It's high time you start trusting the candidate.

Instead the candidate will appreciate this question from recruiter
"What can we do to make you stay longer?" That is Evolvement.

Do believe in what the candidate says.

Dahi-Handi.... Are we celebrating it as per tradition or we are just doing the show-off???

Yes this is the question that is coming in my mind from last few years...

Are we really celebrating the Dahi Handi festival as per the tradition or we are just doing the show off???

After every 500 meters, you will find a big stage and big sky high Dahi Handi. Organizers spending lot of money on making the stage that too in the middle of the heavily traffic road. Inviting BIG Cine celebs and paying huge money to them. Throwing a huge prize money for the winners...

But why can't they see the big big pot holes that are present in front or on side of their own stage?

Rather than wasting money on Celeb why can't these organizers spent money on repairing the road instead wasting on celeb????

Why can't they put some step forward for the safety of govindas?

Why can't they keep the minimal height of Dahi Handi so that it will decrease to casualty that are currently happening....

We really need to think on these points and try to take necessary step whenever possible for us.

"A Few Good Men” of Team Anna

***********************************************

Courtesy:

Mensxp.com

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Anna Hazare is a 74 years old gentleman but his enthusiasm, zeal and energy can put the youth in their 20s to shame.

His crusade against corruption has brought out the entire country [except the "cyskics" (cynics, skeptics and critics all rolled into one)] on the streets. While Anna Hazare remains the man of the moment, there's an entire dedicated team which works with him and whose members' full-time profession is activism. Then there are also dedicated people who remain behind the scenes and take care of the social media campaigning, technical stuff, logistics etc.

Let's take a look at the front-bench members of the Jan Lokpal movement:

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Arvind Kejriwal

Recipient of the prestigious awarded Ramon Magsaysay Award for Emergent Leadership in 2006, Kejriwal has emerged as a true “youth icon” during the last few months. He was born in Hissar, Haryana in 1968, and graduated from IIT Kharagpur as a Mechanical engineer in 1989. Arvind Kejriwal was always concerned about corruption and the passivity of the people. After quitting his job with the Tata Steel, he took time off to work with the Missionaries of Charity and the Ramakrishna Mission in eastern and northeastern India. He was also instrumental in spreading awareness about the passing of the Right to Information (RTI) act.

In the ongoing movement for Jan Lokpal, Arvind is considered a key figure along with Anna Hazare. People who work with him sings songs in the praise of his intelligence, which, they say, is “razor-sharp”.

Awards and Honours:

2004: Ashoka Fellow, Civic Engagement.

2005: 'Satyendra Dubey Memorial Award', IIT Kanpur for his campaign for bringing transparency in Government.

2006: Ramon Magsaysay Award for Emergent Leadership.

2006: CNN-IBN, 'Indian of the Year' in Public Service.

2009: Distinguished Alumnus Award, IIT Kharagpur for Emergent Leadership.

2010: Policy Change Agent of the Year, Economic Times Corporate Excellence Award along with Aruna Roy.

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Kiran Bedi

First Indian IPS officer, Kiran Bedi has always been known as a woman of substance and will power. A close associate of Anna, she has played an active role in the entire Jan Lokpal movement. She began her career as a Lecturer in Political Science (1970-72) at Khalsa College for Women, Amritsar. In July 1972, she joined the Indian Police Service. While in the police, she carried out several reforms. She also served as Director General of India's Bureau of Police Research and Development.

In 2007, she took voluntary retirement to undertake newer tasks in life. After retirement, Kiran Bedi launched a new website, www.saferindia.com which aimed at helping people whose complaints were not accepted by the local police. This project is undertaken by the non-profit, voluntary and non-government organization she founded, the India Vision Foundation. Kiran is a Ph.D. in Social Sciences from the Department of Social Sciences, Indian Institute of Technology, New Delhi.

Awards and Honours:

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Prashant Bhushan

Based in Noida, Prashant Bhushan (born 1956) is an Indian lawyer and social activist. He is the son of eminent lawyer Shanti Bhushan. In his career spanning 15 years he has worked on around 500 PILs (Public interest Litigation). He has been a rigorous campaigner of judicial reforms. He is a member of the committee constituted in April 2011 for the Jan Lokpal bill. He is said to be a man of steel who doesn't thinks twice before exposing the wrongdoings in the courts.

Bhushan was the member of the committee which drafted the Jan Lokpal Bill. He has been sharply critical of the government's version of the Lokpal calling it “ineffective” and “useless”.

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Shanti Bhushan

Not many would know that the Lokpal Bill was the brainchild of Shanti Bhushan who conceived it while being the law minister in the Morarji Desai government in 1977. Bhushan was an active member of the Congress (O) party (different from the Indian National Congress) and later the Janata Party. He was a member of the Rajya Sabha from 14 July 1977 to 2 April 1980 and the Union Law minister in the Morarji Desai ministry from 1977 to 1979. He joined the Bhartiya Janata Party in 1980. In 1986, he resigned from BJP after the party acted against his advice over an election petition.

Along with his son, he has been actively involved in bringing judicial reforms. He fought (for his client) many legal cases against Indira Gandhi. Shanti Bhushan is the co-chairman of the of the joint committee constituted in April 2011 for the Jan Lokpal Bill.

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Swami Agnivesh

Agnivesh is an Indian politician, self-titled Arya Samaj scholar, and social activist. He is best known for his work against bonded labour through the Bonded Labour Liberation Front, which he founded in 1981.In the late 60s, he joined the Arya Samaj and took “Sanyas” vows. In 2005, Agnivesh was part of a two week campaign against female foeticide that travelled across India. Agnivesh also argued at a conference on economic development and religion sponsored by the World Bank that people should be allowed full freedom of movement across borders through the elimination of all passports and immigration laws.

Swami Agnivesh has been closely associated with the Jan Lokpal movement and is often seen campaigning strongly for it.