Online International Aviation Career Counseling

Online International Aviation Career Counseling 

To all the students who wants to Touch the Sky and live the life of Your own PASSION!

AirCrews Aviation Pvt Ltd brings Aviation Career Counseling to guide your career as Pilot/Cabin Crew/Ground Staff/Aerospace Engineer/Aircraft Maintenance Engineer in India and Abroad. We are a team of Aviation Professionals, successfully mentoring hundreds of students and guiding through their career in aviation. 

Aviation welcomes those who love to fly and travel. It is a dream which never dies. The passion never wears off.  We welcome those who are looking to explore the world and love to tour. A journey from east to west and north to south. The entire world becomes your business hub and aircraft your office. For those who love to explore: Breakfast in London, Lunch in Paris and Dinner in New York. We call those who would like to see the real world out there and ready to live lush obtaining endless skills -

 Mahjabeen Khatoon, Mahjabeen Khatoon is an Aviation Professional, a Customer Service Expert and an effective Trainer/Instructor. She carries over 13 years of airline expertise. She started her aviation career with the renowned 5-star international airline, Qatar Airways situated in Doha, Qatar, Middle East. She has also worked with Dubai based international airline FlyDubai. Having flown as a senior cabin crew with Indigo Airlines encapsulates the national and global customer familiarization. With core international exposure plus a dash of domestic shade and have worked with colorful nationalities made her proficient In-Flight server. Further, with the passion she became a FAA certified aircraft dispatcher from the Institute of Flight Operations & Dispatch, Dallas, Texas. With years of flying experience as an efficient cabin crew she proved to be an efficacious mentor and counsellor. She works to impart knowledge in regard to airline industry where she trains on safety & emergency procedures, first aid, soft skills and interview skills. She has also worked with recruitment as a screening interviewer for international and domestic airlines. Mahjabeen thrives to expand with aviation industry growth as her love for aircrafts and travel across the globe gives the fuel to it.

The Engine is the Heart of an Airplane, but the Pilot is Soul 

- Capt Shekhar Gupta

Capt Shekhar Gupta is a Professional Pilot with more than 8 years of Flying on 14 different types of Aircrafts in 10 different countries with accident free record. He trained more than 350 pilots who are flying worldwide. He is a member of Aircraft Owners and Pilots Association [USA], Royal Society of Aeronautics[UK], Delhi flying club, Aeronautical Society of India, MP flying club Bhopal, Aeronautical Research Society. He is an active member of www.MissionToCanada.Blogspot.ca a micro Business Mission set up by Govt of Canada and Air Transport Association of Canada. He has published Author of many books “Pilot Career Guide” “Cabin Crew Career Guide” “Be an aviator not a pilot” “Aviation Motivational Quotes”. He is a Co Founder of more than 60 Start-Ups in India and Abroad.

 


Plan your Aviation Career with us!

Send us your following info at WhatsApp contact: 

Online Aviation Career Counselling Form


1. Full Name


2. Date of Birth


3. City 


4. Gender 


5. Educational Qualification  


6. Expected Career Options 

Personal SWOT Analysis [ Optional ] 


Strengths : 

Weaknesses : 

Opportunities :

Threats  : 

7. Email        :


8. WhatsApp :


9 Name of Guide [ Optional]:


10 Deposit Rs 2,000 into the following Account. 

GPay : 9329737330

PayTm : 9826037330


Shekhar Gupta

Asiatic International Corp

This innovative platform stands as a pathway, fusing dreams with mentorship and immersive content. Get the Best Online Airline Career Counselling at Airport Road Indore
E-mail address shekhar@air-aviator.com
Alternate E-mail address shekharaerosoftcoin@gmail.com
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Top 10 Companies MBAs Love to Work [Dream Company] Anshu Aggarwal

 #Top 10 Companies MBAs Love to Work [Dream Company]

Anshu Aggarwal

Master of Business Administration has been one one most sought after degree in India with the lure of an attractive pay package after the completion of degree. Candidates after completion of the degree course aim for a job in their dream company. 

After completing the MBA Course, candidates must be careful in the selection of the right job profile in the right company for themselves. The dream companies vary according to the criteria of the different candidates and the types of steam that they have chosen. 

The dream companies depend not only on the type of salary provided by the companies but also the other jobs and perks that are available to employees such as working conditions,work life balance , etc.

MBA Dream Companies

Health and Life insurances for the employees and family members.

- Annual family day at the office

- Paid vacation by the company

- Relaxation rooms and centres in the office like library, cafe, yoga and meditation rooms.

- Weekly games and fun activities, theme day along with team excursion.

Flexible timings.

- Some companies offer career breaks options for education or personal matters. 

- Companies offer various facilities such as indoor gyms, sleeping pods (Google), massage parlors, etc.

- The companies also offer complementary discounts in the various brands and gift coupons.

1. Google

2. Apple

3. EY (Ernst & Young)

4. Goldman Sachs

5. PwC (PricewaterhouseCoopers)

6. Deloitte

7. Microsoft

8. KPMG

9. L’Oreal

10. JPMorgan Chase


Anshu Aggarwal

HR Manager

AirCrews Aviation Pvt Ltd

aircrews.anshugoyal@gmail.com

http://art3.vcardinfo.com










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How to conduct a Mock Test for MBA HRs

How to conduct a Mock Test for MBA HRs 


Muskan Goyal- 

HR Manager


Rupinder, 

Uttamdeep - 

Assistant Manger


Hardeep, 

Navdeep, 

Akashdeep -

Candidates


Questions 


1. Introduce yourself 


 2. Why do you want to work for our company?


3. What are your greatest strengths and weaknesses?


4.Why are you looking for a change?


5. How would you rate yourself on a scale of 1 to 10?


6. What is your biggest achievement so far?


7.Where do you see yourself in 5 years?


8.Why should we hire you?


9.How do you deal with criticism?


10.What is the difference between confidence and overconfidence?


11.What would you do if you were working under a bad boss?


12.What do you think is an ideal work environment?


13.What does motivation mean to you?


14.What is your dream company like?


15.Will you lie for the company under any circumstances?










Muskan Goyal 

HR Manager

Aircrews Aviation Pvt. Ltd.

muskangoyal.aircrews@gmail.com

https://goyalmuskan.vcardinfo.com



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Perception and Biases of Employees in Organisation Shefali

Perception and Biases of   Employees in Organisation

Shefali

In today's complex and diverse organizations, it is rare that you will find two people who see the world in quite the same way. Each morning, you and I wake up and put on our own set of goggles that we use to understand the world around us. While we might have similar shades of goggles (yours red and mine pink), no two set of goggles are exactly the same. Every day, you will see your world in red, and I will see mine in pink. So, it would be appropriate to say that every individual lives in his or her own perceived world, which is, in some ways, quite different from the real world.

Perception, or the process by which individuals mentally organize sensory information in their environment to give it meaning, can help us understand why things might not always be as they appear. Perception is a process of observation and interpretation.

Another important concept for helping us understand our interpretations is bias. Bias is the unequal assessment between two alternatives, which typically puts one option in a favorable position and the other in an unfavorable one.

Perception and bias in the workplace are influenced by several factors that can shape and sometimes distort our view. Every employee has their own set of personal characteristics (goggles, if you will), such as their personality, life experiences, age, gender, culture, attitudes, values, motives, goals and expectations, that influence how he or she interprets the world around them. We also see those same personal characteristics in others and use them to form perceptions. Finally, the context in which the observation occurs is also important. When all three are taken into consideration, it is easy to see how quickly perceptions of the same thing can differ from person to person.

In the workplace, the perceptions people have about each other can significantly affect the manner in which an organization operates. In this lesson, we will continue to discuss perception and bias as it relates to how we interpret the behavior of others.

Internal causes are in the control of the individual, and external causes occur beyond the control of the individual. For example, let's say that one of your employees arrives 20 minutes late to work. You have the option of attributing the tardiness to the employee's staying out late partying and oversleeping, which is an internal cause, or you can attribute it to bad traffic on the employee's commute to work, which is an external cause.

Have you ever noticed that we have a tendency to naturally assume people's behaviors are more often caused by their own decisions and not circumstances beyond their control? This is known as fundamental attribution bias, which asserts that we tend to underestimate the influence of external factors and overestimate the influence of internal ones. Ironically, we do the opposite when judging our own behaviors. Self-serving bias is the propensity for people to attribute their own success to internal factors, but blame external factors when they fail.

There is a reason why people stress the importance of forming a good first impression on a date, interview or at a new job - labels we place on people the first time we meet them often remain. When our first impression perceptions of others are accurate, they can be beneficial in helping us understand how to best respond to those individuals in the future. However, when our perceptions are false, problems can quickly arise.

Shefali Singla

HR Manager

Aircrews Aviation Pvt Ltd

shefalisingla.aircrews@gmail.com

https://art2.vcardinfo.com








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Manbir Kaur







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Perception and Biases of new Joinee Employees Anshu

 

Perception and Biases of new Joinee Employees

Anshu
What is Perception?
Perception is the process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. What one perceives can be substantially different from what another person perceives, and both can be very different than the actual objective reality. In fact, behaviour is based on one’s Perception of what reality is, not reality itself.
Why is Perception important in the workplace?
Behaviour in the workplace is based on people’s Perception of the workplace. There are many factors that influence how something is perceived. Factors pertaining to the perceiver can involve the person’s attitudes, motives, interests, experience and expectations. Contextual factors can involve time, work setting and social setting. Finally, factors related to the actual target can involve novelty, motion, sounds, size, background and proximity.
- Fundamental attribution error: The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behaviour of others
- Self-serving bias: The tendency to attribute one’s own successes to internal factors and blame one’s own failures on external factors
- Selective Perception: The tendency to selectively interpret what is seen based on one’s interests, background, experience and attitudes
- Projection: The tendency to attribute one’s own characteristics to other people
- Stereotyping: The tendency to judge someone on the basis of the Perception of a group to which that person belongs
- Halo effect: The tendency to draw a general impression about an individual based on a single characteristic
Though we are all human and have a background and a particular perspective on which we rely when perceiving things in the work setting, it is important to be aware of the various factors that influence our Perceptions, especially when making important decisions that affect the organization.
Sometimes it is a good idea to have a few decision makers provide an opinion when making big decisions to ensure that various Perceptions are considered before taking the plunge. It’s also very helpful to have written workplace policies and procedures in place to ensure that reduce the likelihood help narrow the gap between Perception and reality. Such policies help ensure management and employees act fairly and consistently, thus reducing the risk of discrimination and human rights violations, among other problems.
Though we should strive to be as fair in judgment as possible, the reality is that we all have biases that affect our judgments. Managers are certainly no exception to this rule, and a number of common biases affect how they evaluate their employees. Some of the most common are stereotypes, selective Perception, confirmation bias, first impression bias, recency bias, spillover bias, ingroup bias, and similarity bias.

Anshu Aggarwal
HR Manager
AirCrews Aviation Pvt Ltd
aircrews.anshugoyal@gmail.com
http://art3.vcardinfo.com









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An Ideal Organization Culture at Start-Ups Muskan Goyal

An Ideal Organization Culture at Start-Ups

Muskan Goyal

STARTUP CULTURE AT A GLANCE

Startup Culture is different from corporate culture because it typically reflects the personalities and passions of the team members. That’s not to say that employees don’t influence the culture of more established organizations, rather that individual contributions are more impactful at startups or smaller companies.

#Startup culture is a type of clan culture, which is typically characterized by a horizontal leadership structure, open communication, flexibility and free-flowing creativity. People are the priority — from employees to customers — and startup culture resembles “one big, happy family.” People associate startups with cold brew on tap, unlimited PTO and dog-friendly offices. While these are great employee benefits, perks do not constitute culture.

 #What makes startup culture different?

Startup culture is different from corporate culture because it typically reflects the personalities and passions of the team members. That’s not to say that employees don’t influence the culture of more established organizations, rather that individual contributions are more impactful at startups or smaller companies. The high value placed on people manifests in a flat hierarchy with limited barriers between team members and the C-suite. 

#Why is it important to define your startup culture?

Key word: your. No two companies, even if they’re both startups, are exactly the same. Company culture is the ethos — the personality — of your organization and its unique team members. It constitutes your values as an organization, the way you do business, how you treat your employees and your company vision.

#How to Build a Strong Startup Culture?

Regardless of how different it is from corporate culture, startup culture is not something to phone in. Building culture the right way requires thoughtful planning and complete buy-in from the full leadership team. Again, perks do not constitute culture. Follow these three steps to build a successful startup culture that will last.

1. ESTABLISH YOUR COMPANY MISSION:-

You can’t do anything without a mission; it’s the backbone of your business. Without one, you’re effectively just asking people for money. Think about what sets your company apart, how you aim to benefit consumers and how you’ll impact society. 

2. DEFINE YOUR CORE VALUES:-

What are your team’s goals? What is your company mission? How do you want employees to behave? How do you want to help customers? These are a few of the questions to answer when defining your core values. Simply put, figure out what makes your company tick.

3. COMMUNICATE YOUR MISSION AND VALUES:-

Employees can’t positively contribute to your culture if they don’t know what it is or supposed to be. Take the time to train your team in your mission and core values. Ensure that everyone is on the same page regarding what’s expected of team members, how these values will guide the company and, above all else, why they matter

#How to Maintain a Startup Culture While Scaling?

Remember, culture is a living entity — it will evolve as time passes and shift as you add new team members. Preparation is key, but culture is something that must be diligently monitored and maintained.

1. LEAD BY EXAMPLE:-

Culture is set by leaders, maintained by employees and monitored by HR. However, setting values and a mission statement is merely half the battle; modeling the behaviors you want is the other.

2. RECRUIT AND HIRE CAREFULLY:-

Each individual you add to your team will play a part in your culture’s evolution. Thus, it’s imperative you carefully evaluate candidates not only on their skills, but on their cultural relevance.

3. RECOGNIZE AND REWARD EMPLOYEES:-

In addition to leading by example, reinforce positive behaviors by recognizing and rewarding your culture catalysts. These are the individuals who continually live out your core values and go the extra mile for your organization.

4. REGULARLY REEVALUATE YOUR CULTURE:-

Let’s face it, as your company grows and changes, so will your culture. This will happen naturally as new faces join your team, but you should be prepared to make purposeful adjustments. Startups are liable to change overnight as business takes off, so regularly consider aspects of your culture like communication style and organizational structure.

#Examples of Successful Startup Cultures:-

While every company is different, it helps to learn from those that have been successful. Take a look at what these four leaders have to say about the process and how their businesses have benefited from being intentional about startup culture.

1.CERTAIN AFFINITY – AUSTIN, TX

2.PAYLOCITY – CHICAGO, IL

3.GALILEO – NEW YORK, NY

4.AUTH0 – SEATTLE, WA etc.


Muskan Goyal

HR Manager 

Aircrews Aviation Pvt. Ltd.

muskangoyal.aircrews@gmail.com 

https://goyalmuskan.vcardinfo .com 









#TechStartup

#StartupGrind

#StartupBusiness

#StartupCompany

#StartupQuotes

#StartupProblems

#LeanStartup

#culture    #history #india   #tradition

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Creating a Powerful Profile and Connecting with the Right Set of People Shefali Singla

Creating a Powerful Profile and Connecting with the Right Set of People

Shefali Singla



As marketers, we invest a lot of time and resource in building brands. We’re trained at it – and we’re good at it. But how often do we apply those skills to building our own personal brands? For many of us, it’s nothing like as often as we should. I know that there’s more that I could be doing to build my own profile on LinkedIn – and I know that I’m not alone.

We don’t get around to it because we’re busy, and because it can sometimes feel selfish or egotistical to invest time in marketing ourselves. However, when we neglect personal branding, we don’t just sell ourselves short – we also miss a big opportunity from a marketing perspective. The impact of employees who share content is huge. And the most effective employee sharers are those who’ve built their personal brand on LinkedIn

1. Choose the right profile picture for LinkedIn

Your profile picture is your calling card on LinkedIn – it’s how people are introduced to you and (visual beings that we are) it governs their impressions from the start. There are some great posts explaining how to pick the right profile picture on LinkedIn – but here are some quick tips to start with: make sure the picture is recent and looks like you, make up your face takes up around 60% of it (long-distance shots don’t stand out), wear what you would like to wear to work, and smile with your eyes!

2. Add a background photo

Your background photo is the second visual element at the top of your profile page. It grabs people’s attention, sets the context and shows a little more about what matters to you. More than anything, the right background photo helps your page stand out, engage attention and stay memorable.

3. Make your headline more than just a job title

There’s no rule that says the description at the top of your profile page has to be just a job title. Use the headline field to say a bit more about how you see your role, why you do what you do, and what makes you tick. If you’ve got sales reps at your company who are on the ball with social selling, then take a quick look at their profile page headlines for inspiration. They will almost certainly have more than their job titles in there.

4. Turn your summary into your story

The first thing to say about your LinkedIn summary is – make sure you have one! It’s amazing how many people still leave this field blank when creating their LinkedIn profile. Your summary is your chance to tell your own story – so don’t just use it to list your skills or the job titles you’ve had. Try to bring to life why those skills matter – and the difference they can make to the people you work with. Don’t be afraid to invest some time, try a few drafts, and run your summary past people you know. This is your most personal piece of content marketing – and it’s worth the effort.

5. Declare war on buzzwords

Buzzwords are adjectives that are used so often in LinkedIn headlines and summaries that they become almost completely meaningless. Our regular rankings of the most over-used buzzwords include terms like ‘specialised’, ‘leadership’, ‘focused’, ‘strategic’, ‘experienced’, ‘passionate’, ‘expert’, ‘creative’, ‘innovative’ and ‘certified’. Now I’m not saying you can’t describe yourself as these things – or that they don’t matter. However, just using these words won’t convince people that you have these qualities. You need to demonstrate them as well – both in the way you describe yourself, and in the way you use LinkedIn profile features to show what you’re about.

6. Grow your network

One of the easiest and yet most relevant ways to grow your LinkedIn network is to synch your profile with your email address book. This enables LinkedIn to suggest people you could connect with. It’s amazing how effective this can be at surfacing relevant people for you to reach out to – and no connection requests are sent without your permission, so you can vet all of the potential connections. Beyond this, get into the habit of following up meetings and conversations with LinkedIn connection requests – it’s a great way of keeping your network vibrant and up to date.

7. List your relevant skills

It’s one of the quickest of quick wins on LinkedIn – scroll through the list of skills and identify those that are relevant to you. Doing so helps to substantiate the description in your Headline and Summary, and provides a platform for others to endorse you. However, the key here is staying relevant. A long list of skills that aren’t really core to who you are and what you do, can start to feel unwieldy. Take time for a spring clean of your skills list every now and then.

8. Spotlight the services you offer

Services is a new LinkedIn feature that helps consultants, freelancers and those working for smaller businesses to showcase the range of services that they offer. Filling out the Services section of your profile can boost your visibility in search results.

9. Spread the endorsement love

Endorsements from other members substantiate your skills and increase your credibility. How do you get endorsed on LinkedIn? For starters, go through your network and identify connections who you feel genuinely deserve an endorsement from you – that’s often the trigger for people to return the favour. Don’t be afraid to reach out with a polite message asking for endorsement for a few key skills as well. Remember though – relevance matters. Reach out to people whose endorsement you’d really value.

10. Manage your endorsements more proactively

Once endorsements start to come in, you might find that they skew the emphasis of your LinkedIn profile in ways that don’t reflect who you are. It could be that your core area of expertise is content marketing for example, but the people who’ve worked with you on events are more enthusiastic endorsers. Be proactive in managing your endorsements list using the edit features in the Skills section of your profile – you can choose which to show, and which to hide... 


Shefali Singla

HR Manager

Aircrews Aviation Pvt Ltd

shefalisingla.aircrews@gmail.com

https://art2.vcardinfo.com

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Reasons You Need to be More Active on LinkedIn Anshu Aggarwal

Reasons You Need to be More Active on LinkedIn

Anshu Aggarwal

LinkedIn changed the look of LinkedIn some while back so that your activity is very prominent on your profile and has become a very important part of showing your professional brand. Your activity was visible before on LinkedIn but most people didn’t know where to look for it. Now, every time you like, comment, or share something on LinkedIn, it becomes a part of your image.

- "Like” a silly word puzzle and risk being labeled as frivolous.

- Comment on a political attack piece (for or against) and risk alienating potential business connections.

- Share a funny cat video and look out!

It’s not that you can’t show different sides of yourself but be aware you’re doing it in a very public forum.  Some things may be considered fine on your personal page on Facebook but not on LinkedIn. It’s very much personal preference.

Why be active on LinkedIn?

1. Create a personal brand presence.

LinkedIn has evolved into much more than an online resume. Now, it truly offers the opportunity to present yourself as an expert and thought leader in your particular field. For instance, you can include your awards, presentations, recommendations, and writing examples – not to mention photos, videos, and links to other supporting documents. So when it comes to LinkedIn stop thinking, “get a job” and start thinking, “build my personal brand”.

2. Listen to what’s happening with your target audience.

It’s sort of amazing to watch my LinkedIn feed every day and see who just got connected, changed jobs, or was promoted. I also discover what content people in my network are reading, sharing and talking about. It’s so easy I can’t imagine why every sales person and marketer isn’t doing this! It’s also a big reason why you need to prioritize connecting with all your customers and prospects… so you can add them to the list of people and companies you “listen” in on. Bottom line: these social insights are gold.

3. Stay “top of mind” with your professional network.

Your network gets to see what’s happening with you, too. That means you can stay top of mind with your network by posting and sharing updates, engaging with others, and being active in your favorite LinkedIn groups. How active should you be? I shoot for three to five updates daily, which includes posts I share, and “liking” and commenting on other people’s updates. Fifteen minutes a day and your customers and prospects will be thinking about you. No brainer, right?

4. Build an audience for your content.

Anyone that blogs, has opinions to share, or is serious about moving up the career ladder should be publishing on LinkedIn’s Pulse platform. Unlike starting your own blog from scratch, you start with a built-in audience: your professional network. From there, LinkedIn’s algorithm takes care of the heavy lifting by getting more visibility for your content with exactly the kind of people most likely to find it useful and engaging. Plus anyone can follow you as a “publisher” even if they’re not part of your network. When it comes to how to be more active on LinkedIn, it’s time to shift your thinking from “growing my network” to “building my audience”.

5. Find and connect with prospects. 

LinkedIn is great place for finding exactly the people you want to connect with and sell to. But (please) don’t start sending out unsolicited invites to prospects in the name of “social selling” until you have a complete LinkedIn profile, hundreds of connections, and some network activity. With that said, go ahead and reach out to build relationships (not spam) with those that will value getting to know you and your company. Bonus tip: first tap those that have engaged with your status updates, posts, and LinkedIn comments, since you’ve already gotten on their radar in a good way!

Just keep in mind, it’s all about getting and staying active on LinkedIn. Make it part of your daily routine and you’ll benefit from the marketing insights and social selling opportunities, for sure.

Anshu Aggarwal

HR Manager

AirCrews Aviation Pvt Ltd

aircrews.anshugoyal@gmail.com

http://art3.vcardinfo.com












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Best lessons on Leadership Leadership Lessons

Best lessons on Leadership

Leadership Lessons

1. Talk less, listen more.

People will pay attention to what you say, just because of your position. The leader’s job is to pay attention to what other people say, especially those who think their views don’t count.

2. Don’t step in with solutions too quickly.

No-one learns anything new if you keep doing what you already know how to do, and don’t allow others to try. Anyway, they may find a different, or better way, and if not… mistakes are valuable too.

3. Be Authentic.

Be authentic, passionate, even emotional, about what you believe in. Share your vision and live your values. The personal is more engaging, even inspiring, than the process.

4. Don’t ‘dis’ downwards.

Once a decision is made by the Board, or the leadership team, it’s yours even if you argued against it during discussions. Your job as leader is to get others to believe in, and work towards, a shared goal, not to divide opinion or loyalties.

5. I’m OK: You’re OK.

Start from the position that everyone is doing the best they can, then look for ways to support and encourage them – which is so much more rewarding than finding fault.

6. Don’t be the smartest person in the room.

Being a leader does not mean knowing more than anyone else. Recognise, encourage and promote others as experts. Give them the trust and autonomy to be creative and do excellent work, defined in their terms. You simply provide the direction, so that this excellent work contributes to a shared purpose.

7. Sense of purpose.

Your team know what they do and how to do it, but you can make a big difference by sharing a strong sense of why they’re doing it and where it’s heading. Help them develop a broad understanding of the team’s purpose, and faith in how their role contributes to the whole. 

8. Being right isn’t enough.

A great idea is of no consequence unless you can convince others to believe it too, and then persuade them to help you make your idea a reality. The best way to do this is to make the idea theirs.


9. Focus on a few things.

Focusing on the things that really matter and where you can make a difference. There may be a hundred different distractions and demands on your time and a hundred ways you could respond, but it’s the dozen carefully chosen actions that deliver the results.


10. Get out and about.

Get out and about and in the work. It’s hard to retain that sense of what the job’s really about when you are sitting in your office. You’ll see what people actually do, rather than what people tell you they do. And you’ll see their commitment, effort and achievements first hand, and feel proud to be part of the same team. 


11. Keep trying.

Don’t beat yourself up when you don’t live up to your own expectations. 

12. Everyone can help you learn something.

It goes without saying that everyone has their own style of leadership, their own personal brand. Observing how others handle themselves – peers, management, and other external leaders – is a great way to learn.  Whether you agree with how a situation is handled or not, the experience can teach you how to approach a similar issue in the future. 

13. Leadership is hard.

A good leader can push through fear, assess risk and take action when action is required. At times, the tough decisions leaders make are the ones that others cannot make.  A close friend of mine was an executive in the liquor industry and one of the early crusaders for creating ads against teen drinking.

14. Self-awareness is essential.

Everyone needs a balanced and honest view of their strengths and weaknesses. Self-awareness grants a person the ability to interact with others frankly and confidently. 

15. Get feedback from your network.

I often speak to the value of networking. An outside perspective can bring fresh insight when you need to workshop a new idea or you enter new territory. 


Arshdeep Kaur 

aircrews.arshdeepkaur@gmail.com

https://arshdeepkaur.vcardinfo.com


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