Hoshang Bhesania is a member of:
Hoshang Bhesania's Experience
Head/ Mgr/ GM-Media Buying
Pathway Group, Baroda, INDIA
Assistant To MD
Himalaya Machinery Pvt. Ltd., Baroda, INDIA
TAM Media Research, Baroda, INDIA
Team Leader -(NonTechnical)
Collabera Technologies Ltd, Baroda, INDIA
Hoshang Bhesania's Education
Current Job description
I am currently posted as MEDIA MANAGER with PATHWAY GROUP and the brief upon my role within the organization is as mentioned below.
• Ensure strong negotiation resulting in breakthrough, efficient and effective media deals.
• Identify unique media buying opportunities. Negotiate directly with vendors on occasion.
• Make decisions regarding spending levels and placement tactics.
• Pursue significant business opportunities and added-value programs via media partnerships.
• Infuse the media program with innovation and strategic vision.
• Manage media budgets and execution of authorized plans, purchase orders and media payments.
• Approve advertising billing and invoices for payment.
• Communicate with agencies and outside vendors for billing issues and dispute resolution.
• Maintain accurate spending forecasts and update as needed; manage all activity for media budget tracking.
• Foster productive relationships with media buying firms, agency creative/account/traffic groups, internal brand teams and cross-functional partners, as well as sales representatives from key media outlets.
• Advise marketing management on development of media policies to ensure maximum effectiveness.
• Work with Market Research, agencies and brand teams to optimize return on investment for media planning and advertising management.
• Monitor the media marketplace to stay abreast of trends, identify opportunities and emerging issues, and understand new technologies and consumer reaction.
• Manage the media planning and media buying processes, including identifying or maximizing strong marketing opportunities with other managers in PR, Online Marketing, Consumer Promotions and Retailer Co-Marketing.
• Build annual media plans and make subsequent plan revisions for multiple brands, marketing programs and new initiatives.
• Provide significant input into all media mix discussions and analysis.
• Analyze results of media efforts and develop measures of success.
• Ensure programs result in highest possible levels of business benefit.
• Set and monitor media cost and performance benchmarks with agencies.
To grow and develop you must serve and lead. Leading means doing. Serving means doing. Leading means finding problems then finding solutions. Serving means finding new needs and then finding solutions to those needs.
Sitting around and talking about being a leader is ok. Reading a book about leading is ok. BEING a leader and servant means you are doing it on a daily basis. Growth is inevitable if you are engaged.
"The leaders who work most effectively, it seems to me, never say "I". And that's not because they have trained themselves not to say "I". They don't think "I". They think "we"; they think "team". They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but "we" gets the credit.... This is what creates trust, what enables you to get the task done." - Peter Drucker
These are the best set of words ever used to describe what is expected of a good leader. A good leader is the one who will live the journey of work, live the journey of growth, along with you. A good leader is someone who never leaves you alone and is always there when it comes to support and motivation. With effective leaders, it's never the matter of individual growth. What matters to them is growth of each and every member of the team together in such a way that none of the members lose their respective individuality. Leadership is not an easy task to do. In order to be a good and successful leader, one must possess and continue to polish the essential traits of leadership.
What are the essential traits of a successful leader? To answer this question, the points to be noted are, "What do you expect from a leader?", and, "As a leader, what do you expect from your followers?" Leadership will not exist if there is no one to follow you and walk your path. They say some are 'born leaders' and some are 'born to become leaders'. Which category do you fall into? Just go through the points that follow to see what leadership qualities you already possess, and what you need to acquire in order to become a successful leader.
Balanced Persona: Extremes of anything is bad. A leader is someone that everyone looks up to as their source of inspiration. Getting way too aggressive or being too laid-back, is both harmful for the team as well as the successful completion of leadership goals. One must possess qualities like tolerance, patience, calmness, and maintain a balance between friendliness and professionalism. Therefore, it is very important for a leader to have a balanced personality and approach towards the team.
Team Oriented: A good leader is like the head of the family whose job is to not only look after himself, but the entire family as one. One among the many characteristics of a good leader, is the ability to work in a team and lead the team by coordinating all the efforts of the team members in one direction which fulfills the organizational goals. The leader being the head of the team is responsible for taking his or her team towards the height of success and growth. A good leader always mentions 'we', instead of mentioning 'I'. This creates a sense of belonging towards the leader, towards the team, towards the organization.
Just and Impartial: A person can never be considered as an effective leader if he / she is biased towards a certain belief or a person. It is very important for a leader to be just and fair minded. Only then can he build the trust and the respect within the minds of the people who follow him. A leader who treats certain team members of his or her team in a biased manner can never gain the trust and confidence which is required to channelize the efforts of the entire team members in a productive fashion.
Good Listener: Good listening skills will not only earn you respect but will also be the door of trust and belief of your team members in you. This leadership quality enables you to win hearts. Imagine how you would feel as a team member, if your leader has no time to listen to your ideas or problems? Instead of listening to you, he / she is more busy in criticizing you for wasting the time of the team? Listening to your subordinates is NEVER a waste of time. In fact, if you, as a leader are able to generate the comfort level and the belief of always being there with your team members when they need you, you might just be surprised of the progress of your team towards positive growth.
Be a Role Model and Not the Boss: A leader is someone who leads others. How can one lead others if he or she has never walked the path as a follower? What I am trying to say is that in order to be a good teacher, one must be a good student with a willingness to constantly learn. It is important for a good leader to meet the expected standards and be an example to others who follow him. This is possible by always guiding and helping the team members as one of them, and not being bossy and commanding. Try to be a part of the team rather than just giving orders and targets.
Confidence in Yourself and the Ones Whom You Work With: 'Team work' and 'leadership' cannot go without each other. So, a leader shouldn't only be confident in himself but also show the same amount of confidence in the people he works with. This is what team leadership is all about. This will give an idea to the team members that the leader believes in them and wants them to be successful. Also this will boost their individual confidence which will definitely improve the team performance and give them the confidence to aspire and become future leaders.
Communication Skills: How can one lead a team if he or she can't even convey the team members where to go? Communication gap can lead to a lot of misunderstandings at work. To be an effective leader one must possess the ability to communicate exactly what he or she wants and expects from the team members. A leader is also expected to be the motivation factor for the team members and this requires the leader to possess effective communication skills. One needs to keep in mind that a team consists of different individuals, each with different approaches and mindsets. Therefore, the leader must keep in mind that the communication should happen in such a manner that none of the team members end up getting confused, offended, or demotivated.
Focus: Focus is very important when it comes to achieving your goals. An unfocused leader would never be able to lead the team towards their goals, be it the goal of the organization or the goals of the individual team members. Remember that when it comes to achieving a desired target, there are various hurdles and setbacks that end up deviating the set plan. Which is why the leader needs to be a visionary, a determined and focus person, who may change the course of direction, but never deviate from its end goal. A leader is like the captain of the ship, if the captain is not focused and clear with where he needs to go, the whole ship would end up being lost!
Taking Responsibility and Ownership: A person who is scared to take responsibility and ownership for not only his work but also for his team members can never prove to be a successful leader. So one of the most important characteristic of a good leader is the ability to take responsibility for himself and those who work with him. Someone who prefers putting the blame on others and having an 'excuse' for every failure will never be a successful mentor. In fact, if you notice carefully, all the aforementioned traits like confidence, focus, ownership, etc., are interrelated to each other. A leader who is focused will be confident, and a confident leader will never fail to take ownership for his or her team members.
Approachable: If you are approachable, it becomes easy for the team members to come to you and discuss their issues, if they have any! And if they do, things can be sorted out at the very beginning and not when they go out of proportion, which happens in case the leader is not approachable and not easy to talk with.
Believes in Follow-Up: Most of the leaders, due to their busy schedule, skip this portion of their job. What they forget is that if there is effective follow-up, there will be effective results. Projects that are commenced without a proper follow-up always have mistakes and lack perfection, and hence the achievement of targets and goals are delayed. It's important to walk the talk.
Sharpen Your Skills Regularly: Knowing how to cut a tree isn't all that is needed in today's competitive market conditions, you also need to sharpen your ax more frequently. Wondering what I'm trying to say? Well, the greatest mistake that most leaders end up making in today's world is to think that they know it all. You may possess all the desired skills and yet lack success oriented results. Therefore, it is important to keep your cup empty and not saturate your mind that you know everything and that there is nothing new to learn!
Effective grievance management is an essential part of a leader. As a leader I adopted the following approach to manage grievance effectively-
1. Quick action- As soon as the grievance arises, it should be identified and resolved. Training must be given to the managers to effectively and timely manage a grievance. This will lower the detrimental effects of grievance on the employees and their performance.
2. Acknowledging grievance- The manager must acknowledge the grievance put forward by the employee as manifestation of true and real feelings of the employees. Acknowledgement by the manager implies that the manager is eager to look into the complaint impartially and without any bias. This will create a conducive work environment with instances of grievance reduced.
3. Gathering facts- The managers should gather appropriate and sufficient facts explaining the grievance’s nature. A record of such facts must be maintained so that these can be used in later stage of grievance redressal.
4. Examining the causes of grievance- The actual cause of grievance should be identified. Accordingly remedial actions should be taken to prevent repetition of the grievance.
5. Decisioning- After identifying the causes of grievance, alternative course of actions should be thought of to manage the grievance. The effect of each course of action on the existing and future management policies and procedure should be analyzed and accordingly decision should be taken by the manager.
6. Execution and review- The manager should execute the decision quickly, ignoring the fact, that it may or may not hurt the employees concerned. After implementing the decision, a follow-up must be there to ensure that the grievance has been resolved completely and adequately.
An effective grievance procedure ensures an amiable work environment because it redresses the grievance to mutual satisfaction of both the employees and the managers. It also helps the management to frame policies and procedures acceptable to the employees. It becomes an effective medium for the employees to express t feelings, discontent and dissatisfaction openly and formally.
Important career decisions
The most important Career Decision that I have made along the way is that, I as a professional should engage myself into gaining knowledge by enrolling myself with professional courses after an interval of 3 years for self enhancement.
Bring a positive attitude every day to the workplace. Listen. Assume as much responsibility as practical. Search out learning opportunities. Do not expect any immediate additional compensation. Respect others' opinions/perspectives even if you do not agree with them.
Managing personal and professional life
Many of us (so called “professionals”) often behave unprofessionally at work without even noticing it. Under certain circumstances this can have consequences. For example, it is great to be super-friendly with your boss, joking around the office, playing practical jokes on your co-workers, etc. Your boss may even think that you are the coolest guy/gal they have ever met. However, would they also think that you can be serious enough to handle an important task when it comes to that promotion you’ve been hoping for? Would they take you seriously? We have asked several professionals if they had to dismiss an employee, would they choose the one who lacks good work habits or the one who lacks appropriate jobs skills. Here is what I have came across:
“I would dismiss the employee who lacks good work habits. I feel that it is much easier to teach job skills than work habit.”
“I would choose the person with bad work habit. One bad apple is all it needs to spoil them all.”
“I would ask the person to leave who has bad habits as I believe that job skills can be taught to people.”
So what can you do? Try observing your own behavior as you interact with your co-workers, your boss and your subordinates. Make sure that you are not guilty of any unprofessional habits and if you are, try adjusting your behavior. Specifically, try to avoid the following mistakes that many employees often make:
• Arguing or engaging in an open conflict with a co-worker. Disagreeing is Ok but do it respectfully and politely and don’t cross the line. Use good judgment and watch your manners.
• Dressing “too casually”. If you come to work sloppily dressed your looks will portray an image of a disorganized and messy worker. Dress professionally, especially if you your boss is on a conservative side.
• Making comments or jokes that could be offensive to others. Always avoid references to anyone’s personal characteristics such as nationality, race, gender, appearance or religious beliefs at work.
• Raising your voice or acting on emotions. If you’re an emotional person, try to take a break and calm down before an important conversation. People often do and say things driven by a spur of the moment that they later regret.
• Lying. Being deceitful or dishonest will tarnish your reputation for life if you get caught. It is just not worth it.
• Acting superior to others, showing your own self-importance or judging others. Professional behavior is never having a need to prove that you are superior to anyone else.
My views on India Technical development
According To Ernst & Young Report
India is confronting the issues associated with attracting and retaining a younger workforce. Engaging the new generation of workers requires a new approach, requiring Indian HR departments to think beyond traditional benefits. For example, one of India’s leading IT service providers faced high attrition and low morale in its young workforce, posing a threat to the quality of customer service and the organization’s reputation. Recognizing the importance of employee engagement as part of the overall talent management solution, the company conducted an employee engagement survey and designed interventions that would enhance engagement and lift productivity.
The company survey showed that overall engagement levels were satisfactory, but that employees wanted improvements in the physical work environment, compensation and on-the-job resources. The organization developed a plan outlining specific measures to address these concerns over the course of the year.
Over the next two years, the company performed two impact assessment surveys.
Sampling 20% of the employee population, the organization looked into the outcome of its interventions. Although the employee engagement score moved up approximately 10% in one year and 16% the next, new areas of concern emerged, including rewards and recognition, work-life balance and certain company policies. In addition, scores for the original areas of concern did not improve, showing that additional interventions were needed to solve systemic problems.
In response, the organization began offering yoga and meditation classes, flexible shifts and more recreational activities designed to enhance work-life balance. It also redesigned its criteria for rewards and set up a system to monitor progress in the future. These steps have increased the organization’s overall employee engagement and reduced attrition compared with its industry peers. Further plans are in the works to conduct future surveys and assess the long-term business impact of these initiatives
More about me
My father along with me renders part time service to the fire temple as a priest in Vadodara.
Been constantly influenced by Chanakya & Kabir, because the kind of discipline they had towards their work could be seen by the stature they have created for them among today’s youth.
We are from a Indian middle segment Zorastrian (Parsi) priestly family, wherein my ancestors had dedicated there life in the service of our sacred fire (god) in Mumbai ‘s (than Bombay) fire temple (Agyari)
My father travelled to Vadodara, wherein he tried to establish himself in the new town by performing various job starting from a Hotel Cashier to working as an administrator in a cotton factory. He finally settled when he got the opportunity to work with the Bombay based chemical transportation company with their branch office in Vadodra (than Baroda).
And my mother to have worked with RTI (RATAN TATA INSTITUE – BOMBAY) as a steno, after her wedding she dedicated her time towards her family and became a full-fledged house-wife, she use to indulge herself in all the administrative work of my Fathers branch office in Vadodara.
As I am drafting this my younger sister would be awaiting her results for CA final examination