Profile

“Exposure to a broad range of topics allows me to put all of the information together to understand what’s best for my organization.”

I know the depths of IT software and hardware. I knew very little about the financial world. The GSB has really given me an exposure to topics ranging from microeconomics to statistics to financial accounting. I’m now able to appreciate not just the IT side of a company. I’m able to appreciate what goes on from a business operations point of view, what goes on in the marketing field, what goes on in the human resources area. I’m able to pull all that together, try and better understand what is best for my team�for the organization that I work for. I’m able to guide other teams with better justification for the IT investments that we make, because I have the domain knowledge in IT and the financial background that GSB’s been providing me, to make better investment decisions.

“There was so much to learn from my study group members, who provided years of combined experience and came from diverse business backgrounds.”

Whatever we learn in the classroom is further fortified by the experiences of the individuals in my study group. I was fortunate to be grouped with two CEOs�one Vice President, one Senior Product Manager. These were from JP Morgan, Microsoft. One of them was head of the Zoological Gardens in Singapore. The kind of experience they had behind them was around fifteen to twenty years each. All of that was available at my disposal while we discussed the cases in the study groups. Over lunch, over dinner, over weekends, even outside of classes, we used to meet. There’s a lot of learning that happens from these study group members.

“I was able to leverage what I learned in managerial psychology to provide recommendations to my upper management for improving employee motivation.”

One of the recent experiences I had at work was when I had to take responsibility for a different team, and there was very little thought given to job design, roles, and responsibilities. So I was able to utilize what I learned in the managerial psychology class about job design and employee motivation. I was able to leverage that learning, revise the roles and responsibilities matrix for the individuals on my team, implement it with the kind of justification I was able to provide to my upper management about the utility of changing the roles and responsibilities to improve employee motivation. It’s not just about expecting the person to come to work every day. It’s about getting the person to do his best�give his best to the job that he has been assigned to.