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	<title>Exploring uncharted waters &#187; team work</title>
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		<title>Success is not just luck!</title>
		<link>http://www.karthikrajg.com/2010/05/success-is-not-just-luck/</link>
		<comments>http://www.karthikrajg.com/2010/05/success-is-not-just-luck/#comments</comments>
		<pubDate>Sat, 22 May 2010 20:58:27 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Self Development]]></category>
		<category><![CDATA[leadership qualities]]></category>
		<category><![CDATA[Personal Development]]></category>
		<category><![CDATA[successful life]]></category>
		<category><![CDATA[team work]]></category>

		<guid isPermaLink="false">http://www.karthikrajg.com/?p=1160</guid>
		<description><![CDATA[Success is definitely not luck. Be it on a personal level on how to lead a successful married life or on the financial aspect of it or even at work as a leader there are a number of things to learn and consider in order to be successful. Sometimes luck helps to achieve unseen level of success, but is not the only way to be successful. I have personally written a number of articles on how to be successful over the last year or so and i felt i should put together these articles into a concise list of 10 most important attributes that would help us all to be successful. 1.Know to Sell your product Do you have a wonderful product? It could be a special talent or an idea. But if you have one, then you already have a head start. http://www.karthikrajg.com/2009/10/things-to-remember-while-marketing-yourself/ 2. Be assertive Are you really assertive enough to lead a team or to get your ideas through? Assertiveness is one of the most important qualities that can make you a great success or a great failure. http://www.karthikrajg.com/2009/10/learning-to-be-assertive/ 3. Stay ahead of the competition Having a good product and tasting success with it is one thing. But maintaining success and building on it is another. To make sure you succeed every time, you have to know where your competition are and need to stay ahead of them. http://www.karthikrajg.com/2009/12/staying-ahead-of-the-game/ 4. Concentrate on one thing at a time Jugglery is an art but is seldom a good trick when it comes to business. It is a well proven fact that people who concentrate on one thing are highly likely to succeed than people who try and do too many things. http://www.karthikrajg.com/2009/12/one-thing-at-a-time/ 5. Perseverance and Self-belief The only things that can guarantee success are perseverance and self belief. There are many successful people in this world  who have failed more than anybody else and it is only their perseverance and self belief that helped sail the uncharted waters and to reach shores safely. http://www.karthikrajg.com/2010/02/fable-eagle-or-crow/ 6. Ready to take criticism Perseverance is no good if we do not learn from our past mistakes and criticisms. Every successful man would have been criticised at some point for his abilities or work and the best take it sportively and learn to utilise for their own benefit. http://www.karthikrajg.com/2010/03/how-to-positively-utilise-criticisms/ 7. Be ready to quit Following on the lines of perseverance, it is extremely important to know where to stop trying as well. There is no point in foolishly trying the same thing again and again when the idea by itself is bad. http://www.karthikrajg.com/2009/12/a-secret-recipe-to-success/ 8. Be level headed and respect others Taking success normally and learning to live with it without making a big deal about it is an art. Very few people stay level headed and continue to respect others. http://www.karthikrajg.com/2009/12/why-many-leaders-dont-succeed/ 9. United we win All of us know the importance of unity. To be successful, you need the right contacts and more importantly the right kind of people to work for you. http://www.karthikrajg.com/2009/09/team-work-works/ 10. Finally, success is how you define Success to one could mean failure to the other. It all is dependent on the persons mindset. The real winners are definitely the ones who really make a difference in this world. http://www.karthikrajg.com/2010/02/the-real-winners/ Related posts:Four phases of successStaying ahead of the gameA secret recipe to success


Related posts:<ol><li><a href='http://www.karthikrajg.com/2010/07/four-phases-of-success/' rel='bookmark' title='Permanent Link: Four phases of success'>Four phases of success</a></li><li><a href='http://www.karthikrajg.com/2009/12/staying-ahead-of-the-game/' rel='bookmark' title='Permanent Link: Staying ahead of the game'>Staying ahead of the game</a></li><li><a href='http://www.karthikrajg.com/2009/12/a-secret-recipe-to-success/' rel='bookmark' title='Permanent Link: A secret recipe to success'>A secret recipe to success</a></li></ol>]]></description>
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		<item>
		<title>How to positively utilise criticisms</title>
		<link>http://www.karthikrajg.com/2010/03/how-to-positively-utilise-criticisms/</link>
		<comments>http://www.karthikrajg.com/2010/03/how-to-positively-utilise-criticisms/#comments</comments>
		<pubDate>Wed, 24 Mar 2010 07:36:46 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Self Development]]></category>
		<category><![CDATA[Personal Development]]></category>
		<category><![CDATA[team work]]></category>
		<category><![CDATA[useful tips]]></category>

		<guid isPermaLink="false">http://www.karthikrajg.com/?p=1117</guid>
		<description><![CDATA[Criticism, traditionally has been seen as a very bad thing that can happen to a person or to an organisation. Criticism exposes how bad things are and shows a sign of dissatisfaction. It does tarnish the reputation and credibility and many times forces people to lose confidence and guides them to fail even further. Many of us hate criticism and would try really hard to avoid it. We tend to use a variety of techniques such as being offensive (as many say, &#8220;offence is the best form of defence&#8221;) to trying to be friendly (so that people do not criticise straight into the face). Unfortunately not many of us think about facing criticisms and using them to our favour. I see criticism as a tool to better myself. If i didn&#8217;t know the mistakes i do, then how will i be able to rectify them? For me, criticism is a wonderful tool for betterment. Over the years, i have asked for feedback right from my managers to my colleagues and sometimes to friends and families. I think only if we step away from the fear of being criticised, true development will start. Of course, i wasn&#8217;t praised all the time. I have had some real bad comments. But if they are true, there is just one way to handle it. Changing ourselves. How to utilise criticism within a group: Individually, it is relatively easy to handle criticism, because it just requires a mindset change of a single person. But it is extremely difficult to cultivate this habit within a group. A generic group is a mix of all sorts of personalities and it is a mammoth task to educate the group to handle criticism constructively. But it is not impossible if we follow a structured approach. Eliminate EGO: Criticism cannot be tolerated by people because of the ego we all possess. Though it is impossible to eliminate ego completely, we can keep in under constant check. When ego is under control, there is very less chance that we will misinterpret criticisms. The best way to control ego levels is to organise a team building event where people get together, make mistakes and also learn to work with each other as a team taking feedback. Organise peer reviews: Peer reviews are a great way to inject feedback about a person or his work. Peer reviews also help in making people within the group realise that everyone makes mistakes. Whenever i have designed something major, I call for a peer review with my colleagues and openly challenge them saying &#8220;Spot three mistakes and i shall get you a cake!&#8221;. Such an attitude towards peer review doesn&#8217;t create any friction between people within the group and the feedback they provide works well towards realising the end goal. Mediate ideas: Almost in all cases, there should be a mediator who monitors the group dynamics constantly and is ready to step in when criticism gets out of control. Typically, this works out well if the person is the manager or someone with a responsible position within the group. The mediator should be matured enough to understand comments and should strive to get through the correct interpretation of the feedback given. The most important point while mediating is that they should not favour any party. Because, people understand &#8220;taking sides&#8221; very quickly and naturally. Can&#8217;t get personal: The mediator can come up with &#8220;group rules&#8221; that say the manner people within the group should criticise each other. Such rules would include clauses like &#8220;Do not get personal with each other while reviewing their work!&#8221;. While criticising someone or their work, people should remember that the approach needs to be professional and should never become personal. Whatever the person does in his personal life is irrelevant at work unless it directly affects it. Criticise &#8211; not oppose: Criticism should not be aimed to prove that we are better than others and should not in anyway showcase opposition. A genuine person would offer to help his colleagues even though he criticised his or her work. And, this quality makes the person stand out as a team player. Demand explanation when criticised: There has never been a need to take criticism directly. Always ask politely, the reason behind the comments and feedback. This enables us to generalise feedback and helps us apply the same feedback to a variety of similar problems. If the criticism is genuine, then the person who said that would also be happy to explain his thought process. Asking for explanation helps in understanding the real intention of the person who said that. Explain but don&#8217;t defend: When criticised, do try and put forward your alternate views on the feedback. This does not mean we should try and oppose them or defend ourselves. Instead, we should state our thoughts and understanding and demand for more explanation and clarification. Sometimes, the person providing feedback may not know what you know and not putting forward your thoughts does not lead to a good final solution. Develop trust: As a final point, in order for criticisms to work within a group, all members should have a sense of trust with each other. This sense of trust takes a long time to develop, but once it is in place, people will be more ready to accept others views and at the same time explain what they think. At this point, the whole discussion spans out to be constructive and outcomes are always positive and successful. Related posts:Success is not just luck!10 things that never work at a workplace10 tips to impress an interviewer


Related posts:<ol><li><a href='http://www.karthikrajg.com/2010/05/success-is-not-just-luck/' rel='bookmark' title='Permanent Link: Success is not just luck!'>Success is not just luck!</a></li><li><a href='http://www.karthikrajg.com/2010/06/10-things-that-never-work-at-a-workplace/' rel='bookmark' title='Permanent Link: 10 things that never work at a workplace'>10 things that never work at a workplace</a></li><li><a href='http://www.karthikrajg.com/2010/04/10-tips-to-impress-an-interviewer/' rel='bookmark' title='Permanent Link: 10 tips to impress an interviewer'>10 tips to impress an interviewer</a></li></ol>]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Staying ahead of the game</title>
		<link>http://www.karthikrajg.com/2009/12/staying-ahead-of-the-game/</link>
		<comments>http://www.karthikrajg.com/2009/12/staying-ahead-of-the-game/#comments</comments>
		<pubDate>Thu, 10 Dec 2009 15:09:05 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Self Development]]></category>
		<category><![CDATA[leadership qualities]]></category>
		<category><![CDATA[Personal Development]]></category>
		<category><![CDATA[team work]]></category>

		<guid isPermaLink="false">http://www.karthikrajg.com/?p=625</guid>
		<description><![CDATA[In one of my previous articles, i wrote about 5 most important attributes of a great leader. The attributes listed there are essential to rise up to the level of a great leader and differentiate a great leader from a good leader, but what does it really take to sustain it? If you ask successful leaders, most of them would agree it requires equal or far more effort to sustain their position when compared to the effort spent to reach there. So what would the most essential attributes of sustenance be? Read on&#8230; Learning &#8211; Did you do your lessons today? Jack Welch once said &#8220;An organization&#8217;s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.&#8221; Every word in the sentence means so much that it need not be stressed any further. No matter what the business you are in and no matter which group you lead, there is something to be learnt all the time. It is just the knowledge that puts us ahead of the competition and helps sustain growth and success. The face of reality Today&#8217;s world is more competitive than yesterday&#8217;s and it will only be more so tomorrow. Everyday, it gets harder to sustain growth and success because of the competition and associated challenges and issues. What great leaders try and do is not to shy away from problems. Instead they handle them head on. They are prepared to push even in the toughest of the situations and triumph. So, never close your eyes and assume that the problems will disappear. Instead be ready to take the bull by horns and tame it. You will have to spend some energy to fight and tackle problems, but it will be a more permanent solution. Evaluation &#8211; What&#8217;s right and what&#8217;s not! Great leaders know a lot more about themselves. They know their strengths and weaknesses and that is one of the most important attributes of any successful individual. They also tend to be very sharp and decisive about the environment and people that work for them. This ability of theirs is what enables them to select the right people to work for them. In some sense, this one single attribute tends to differentiate a good from a great leader.To stay ahead of the game, you need to know that things change all the time and so does the people who they tend to work with. To stay ahead of the competition, you need to develop this additional sense of foreseeing the business and take decisions accordingly. Leader &#8211; Set paths instead of following Create the wackiest of ideas and make sure you turn the best of those into a vision. Motivate your team to move towards your vision and make that a reality. To stay ahead of the game, you need to create a style for yourself. Apple, one of the leading brands in consumer devices, for example, they have their own style. They don&#8217;t make numerous products. They just make few. But they make them to offer the best possible customer experience. That&#8217;s where Apple have found their niche. And, in their niche, they make sure they set the trend. That&#8217;s exactly what puts them ahead of the game. Fail to succeed &#8211; Have you failed before? Ask any successful leader or a entrepreneur about his/her successes and failures and their list of failures will definitely be longer than their list of successes. Only in failure, can we all learn and grow. Failure teaches us far more than what success can teach and the one who extracts the most out of a failure and uses all his learning for the future is the one who can stay ahead of the game. True winners never fail. They just have delayed success. Perseverance &#8211; keep moving Most of us are unaware of the main factors that define success. Its nothing complicated at all. It is a simple combination of perseverance and incorporating learning from failures. To be successful, you need to try and try until you succeed. There are no short cuts to success. It is just about trying again while constantly plugging the defects or &#8216;holes&#8217; in your approach. Once all the needed defects are plugged, the next attempt will definitely be success. Related posts:Success is not just luck!What makes a good leader?Why many leaders dont succeed


Related posts:<ol><li><a href='http://www.karthikrajg.com/2010/05/success-is-not-just-luck/' rel='bookmark' title='Permanent Link: Success is not just luck!'>Success is not just luck!</a></li><li><a href='http://www.karthikrajg.com/2009/09/what-makes-a-good-leader/' rel='bookmark' title='Permanent Link: What makes a good leader?'>What makes a good leader?</a></li><li><a href='http://www.karthikrajg.com/2009/12/why-many-leaders-dont-succeed/' rel='bookmark' title='Permanent Link: Why many leaders dont succeed'>Why many leaders dont succeed</a></li></ol>]]></description>
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		</item>
		<item>
		<title>What makes a good leader?</title>
		<link>http://www.karthikrajg.com/2009/09/what-makes-a-good-leader/</link>
		<comments>http://www.karthikrajg.com/2009/09/what-makes-a-good-leader/#comments</comments>
		<pubDate>Mon, 07 Sep 2009 18:55:13 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Self Development]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[leadership qualities]]></category>
		<category><![CDATA[team work]]></category>

		<guid isPermaLink="false">http://www.karthikrajg.com/?p=92</guid>
		<description><![CDATA[A few months back in a leadership training course all the participants were asked a question &#8211; &#8220;What makes a good leader?&#8221; The 12 of us had various views and there were many suggestions. Some of those suggestions were obvious and basic factors required to qualify as a leader like education, intelligence, communication skills and desire to be a leader. But when we were asked to list the top 5 qualities that distinguish a great leader from the crowd, we had to think harder. After a brainstorming session, we came up with a list of top five qualities which we all agreed to be the most important requirements for a good and successful leader. ( The below list does not assume priority in the order of occurrence.) 1. Personality When we look at great leaders this world has had in real life, they all have had an exceptional personality associated with them. The moment we look at them, we tend to get an urge to follow what they say and do what they ask us to do. Consider leaders like Barrack Obama, Sir Richard Branson, Mahatma Gandhi and Nelson Mandela. All of the great leaders have a charisma associated with them that makes them stand tall than any other fellow being. Their personality helps connect followers on a emotional basis before they even know what they are capable of.  Something similar to Love at First Sight. 2. Vision The next important aspect we discussed was being a visionary. If only the leader can see the future and guide the followers in the right direction he would still be considered a leader. This is a very important characteristic of any successful leader. If the leader cannot see where he is going, it is impossible to convince his followers that he knows the path. The vision of a good leader makes the team achieve what he has foreseen. A person with an excellent personality but with no vision will end up being a follower in the long term. 3. Listener/Observer A real leader needs to be sharp. He/she should have toned all his/her senses to perfection that he/she should be able to sense even the slightest of changes in situation. One who is naturally sensitive to issues will definitely be a good listener and observer. Only if the leader listens to the needs of the followers and observes and understands them, he can make wise decisions on whom to trust and whom not to trust. Delegation is a another very important aspect of a successful leader. One cannot take up all things on his shoulder and be successful. If only a leader is sharp enough to delicate efficiently, he/she will have any chance to succeed. 4. Self-belief and Motivation Listening  is an important factor to be successful and so is self-belief. If a leader doesn&#8217;t believe in himself / herself then it is impossible to instill confidence on his/her fellow mates. So believing in himself / herself is the first step to becoming a successful leader. Motivation on the other hand will come quite naturally once there is self-belief. Motivation is also dependent on how good a listener and observer a leader is. Some people need more motivation than others and it is the duty of the leader to understand this just by observation and take relevant measures. 5. Team Player The fifth most important attribute we listed was being a team player. Team player means working within the team to achieve a common goal that would satisfy the whole team. This also means giving up personal priorities and preferences for a bigger and a unified goal. Only when the leader works within the team, the followers will agree to follow his orders and would work as a team. The other benefit of the leader (with all the above mentioned qualities) being a team player is that the followers would want to be associated with such a person. They would give more than what is required just to remain in the team and to be associated with the leader. These are not the only qualities a successful leader would need. Instead, these are the 5 most important ones that we  felt a successful leader should have. Some successful leaders may not have all the qualities but might be intelligent enough to use the qualities they have to successfully conceal their negatives. Related posts:Success is not just luck!Staying ahead of the gameWhy many leaders dont succeed


Related posts:<ol><li><a href='http://www.karthikrajg.com/2010/05/success-is-not-just-luck/' rel='bookmark' title='Permanent Link: Success is not just luck!'>Success is not just luck!</a></li><li><a href='http://www.karthikrajg.com/2009/12/staying-ahead-of-the-game/' rel='bookmark' title='Permanent Link: Staying ahead of the game'>Staying ahead of the game</a></li><li><a href='http://www.karthikrajg.com/2009/12/why-many-leaders-dont-succeed/' rel='bookmark' title='Permanent Link: Why many leaders dont succeed'>Why many leaders dont succeed</a></li></ol>]]></description>
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		</item>
		<item>
		<title>Team Work &#8211; Works!</title>
		<link>http://www.karthikrajg.com/2009/09/team-work-works/</link>
		<comments>http://www.karthikrajg.com/2009/09/team-work-works/#comments</comments>
		<pubDate>Tue, 01 Sep 2009 18:19:47 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Self Development]]></category>
		<category><![CDATA[team work]]></category>

		<guid isPermaLink="false">http://www.karthikrajg.com/?p=15</guid>
		<description><![CDATA[Does team work work? I would say &#8216;Yes&#8217; but only if properly thought through and formulated. What one cannot achieve as an individual, a team can definitely achieve. As many of us might have experienced, a team can be a valuable asset for a company if properly formed and managed and at the same time can also be completely demoralising when badly structured and guided. I personally have had some experience working in both situations &#8211; one where a team of complete novices were able to build an excellent high performance product on schedule while on the other case where a number of highly skilled and experienced engineers had a miserable time to design a product due to bad team dynamics.  Given that, it cant be said that the first team that was successful will always be successful. One should remember people evolve and change all the time &#8211; so does the team that contains people. So it is completely down to the manager (and also to some level to the team members) to not only manage evolution and fuel growth but also to make sure the team is never over or under qualified for the job. Recruitment: The first and foremost activity is team formation. This may include recruitment of new team members or re-using resources who are a part of another team. Before a team is formed, i would recommend first listing the requirements of the project and then equating the requirements of the project to a particular skill or attribute on a personal level. Once this is done, the manager who is involved in recruitment can look for those specific skills in the resource. Other most important thing to look out in a candidate is attitude. I have seen managers recruit the most skilled person with the worst attitude. One should remember that the bad attitude of the candidate recruited will easily offset the excellent skills they posses when they work as a team. I personally would go for a person with better attitude towards work than a person with extra-ordinary skills. This way the person works with the team to achieve better results than working alone to showcase his skills , sometimes with the expense of their team mate&#8217;s embarrassment. Induction: Once we have people in place, the next logical step for a team is to make themselves at ease with one another. This step is quite important, as mismanaging this would have a deep scar in everyone&#8217;s mind that cannot be erased easily.  I have not seen many managers foresee problems at this time &#8211; rather they just let the team get along and solve issues when they arise. I personally would suggest formulating &#8220;team rules&#8221; at this point. These rules should contain Do&#8217;s and Dont&#8217;s for both as a team and as an individual.  The do&#8217;s section should consist of items like challenge ideas &#8211; which means everyone is free to question the other person&#8217;s ideas regardless of who they are. The moment this is enforced, people tend to loosen their egos a bit and get on to the same level with each other. It is also important to organise regular casual meetings &#8211; meeting with no agenda &#8211; to enable everyone to talk and understand their style of communication and working. Team Dynamics: One other important thing for a manager is to not have preferences within his team. As humans we tend to like or dislike people with similar or different attributes. But a team manager has to be careful enough that his human side doesn&#8217;t take over when managing a team of very different personalities with different thoughts and ideas. The manager has to be the pivot point and should carefully balance ideas from various individuals fueling healthy discussions and retarding selfish motives. Apart from this, the manager should have the vision for the project and the team and should infuse confidence in everyone that he represents the team. This i think can only occur if the manager holds himself high up above anyone else and understands he is the authority that can make or break success. Once he makes people believe in him, he is more likely to be followed by all of them and his ideas will get sold much easily. Performance Evaluation: Many companies follow a rating system in evaluating performance of employees and mostly it is down to the manager to grade employees based on their performance. Though this idea gives the manager a strong hold to push employees towards a particular team goal by creating fear of awarding bad ratings, the whole situation can be avoided by just recruiting the right people. As most of us are matured and educated and most of us tend to know what is expected out of us, there is very little need to control everyone. By not linking individual performance to salary rises -instead linking teams performance to salary rises or bonus increments, people within the team see each other as an integral part of themselves and would like to pitch in when someone fails to deliver. Continuous Growth: Nature has it &#8211; Growth. If we don&#8217;t grow &#8211; be it personally, financially or technically &#8211; we don&#8217;t feel natural. This is something that needs to be addressed and not disregarded by the management. Understanding every one&#8217;s growth priorities and aligning them with the companies growth priorities is the first step towards enabling people to grow in their career. Encouraging employees to look for new options and ideas that could discover newer growth areas for both the individual and the organisation should be a normal affair and not something that the employees should ask for. Before i finish, i would re-emphasise that &#8220;attitude is everything&#8221;. If a person with the right attitude to work is selected (of course with some skills relevant to the job) then the whole process of team formation, team shaping and team performance can be smoothly managed. I would also like to mention that being a team player is an art and not many know how to master it. But believe me, if you can then you will reach the stars &#8211; if not today &#8211; some other day!! Good Luck. Related posts:10 things you should never do at WorkCrazy ideas &#8211; successful products10 things that never work at a workplace


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