May 10, 2026
Glossary & FAQ - Artificial Intelligence
Apr 1, 2026
Glossary - Artificial Intelligence
Activation Function: A mathematical function used in neural networks to calculate the output of each neuron from its input data
Artificial General Intelligence (AGI), also called deep AI or strong AI, is the advanced phase of AI where it holds the cognitive abilities to carry out activities like humans. AGI can mimic human intelligence; learn, think, understand and solve problems like humans; and take decisions by combining human beings’ reasoning and flexible thinking with computational advantages. It deploys the theory of mind AI framework to understand human beings and distinguish between emotions, needs, beliefs and thought process
AI Agents: Advanced AI applications that automate and manage tasks or workflows, often through integration with other digital tools
AI Model: A computer model that mimics human intelligence by generating machine outputs from given inputs
ASI, also called as Super AI, is a highly advanced phase of AI system that exceeds human intelligence. Its human-like capabilities include beliefs, desires, cognition, emotional intelligence, subjective experiences, behavioural intelligence, and consciousness
Constitutional AI: An approach where AI behavior is guided by a set of underlying principles to ensure ethical decision-making and mitigate biases
Convolutional Neural Network (CNN): A type of neural network particularly effective for processing structured grid data like images, using layers that automatically and adaptively learn spatial hierarchies of features
Deep Neural Network (DNN): A neural network with multiple layers (input, one or more hidden layers, and an output layer); the specific layout is its architecture.
Deep Learning: An advanced branch of machine learning that uses deep neural networks to handle complex tasks. Neural Networks with more than two hidden layers are used are in Deep Learning.
Diffusion Models: Advanced neural network architectures used for generating high-quality and coherent images or videos by learning the distribution of training data and iteratively refining generated outputs
Edge AI: Combination of AI and edge computing. It brings data storage and computing, closer to the devices (such as a car or a camera) instead of remotely located data centers, leading to an increase in speed and reduction in response times. This also results in less data storage on external locations, eliminating the risks of data mishandling and misappropriation. EdgeAI is growing in popularity due to lower costs, high computing power, real-time inference and low latency. It is finding increased applications in autonomous vehicles, smart homes, smart devices, smart energy, smart factories and security cameras, etc.
Fine-tuning: A subsequent phase of model training using targeted data to refine capabilities on specific tasks or to improve performance on detailed aspects
Generative AI (GenAI): A branch of AI focused on generating new digital content from existing data
High-dimensional Data: Data represented by a large number of attributes or dimensions, often derived from unstructured sources like images
Input Variables: Factors considered by a model to influence its outputs, such as store size in sales predictions
Intelligent Automation (IA): Broader capability that aims to mimic human behavior (e.g., perceiving, reasoning) and is better for unstructured data from non‑standard sources; distinct from RPA’s rule‑based focus
Large Language Models (LLMs): A type of deep learning model specifically designed to process and generate human language
Layers: Input Layer: Receives initial data. Hidden Layers: Process data through weighted connections. Output Layer: Produces final results.
Long Short-Term Memory (LSTM): An RNN variant that includes mechanisms to remember and forget information selectively using components like the “forget gate”, aiding in handling longer sequence. This faces challenges with parallel processing
Machine Learning (ML): AI models that learn from data to improve their accuracy without being explicitly programmed for every scenario. The "intelligence" of machine learning models depends on their ability to learn from training data; training involves optimizing parameters to best fit the training data.
Mathematical Form: The mathematical equation or function defining how inputs are transformed into outputs
Meta Prompting: In this advanced technique, the AI is instructed on how to generate its own prompts for specific tasks. This approach allows for more expert-level reasoning and sophisticated responses. Example: Instructing the AI to "behave as an expert in sustainable product marketing" to generate more nuanced and impactful content.
Multi-Modal Models: AI models capable of processing and understanding multiple types of data inputs, such as text and images
Natural Language Processing (NLP): AI domain dealing with the computer–human (natural language) interactions, focused on processing and analyzing large amounts of language data.
Natural Language Understanding (NLU): Interpreting meaning from text (or speech after recognition), mapping it to a formal representation, and choosing an appropriate action.
Neural Network: A network of nodes (or artificial neurons) that process data in layers, emulating the human brain’s structure
Overfitting: Sometimes, a model becomes too good at memorizing the training data, including its noise and inconsistencies. When faced with new, slightly different prompts, it might rely on these memorized patterns rather than generating truly novel and accurate information. It is like a student who memorizes answers for a specific test but doesn't understand the underlying concepts.
Parameters: Values within a model that are optimized during training to best fit the data
Pre-training: The initial phase in training a model where it learns from a broad data set without specific targets to develop a general understanding
Prompt Chaining: This technique involves linking multiple prompts together in a sequence, with each new prompt building on the output from the previous one. This method is useful for solving multi-step tasks or generating refined outputs over time. ○ Example: In a multi-step task like writing a marketing headline, the AI would first determine the target audience, then identify the most resonant message, and finally generate a headline based on these insights.
Prompt
Engineering: The way a user phrases a question or provides instructions can
inadvertently lead an AI to hallucinate. Ambiguous prompts or those that imply
a certain answer might steer the model toward generating a plausible sounding
but incorrect response.
Quantum computing uses quantum mechanics to process information, deploying hardware and algorithms to solve complex problems surpassing the speed of supercomputers. It uses qubits instead of binary (0 or 1) to execute multidimensional quantum algorithms. Quantum computing has vast potential independently, however, its conjunction with AI yields transformative outcomes. Ongoing efforts are directed towards seamless integration of AI with quantum computing, resulting in more potent AI models along with noteworthy advancements in speed, efficiency, and accuracy of AI.
Recurrent Neural Network (RNN): A type of neural network that processes sequences by maintaining a state or memory of previous inputs. The challenge include “memory” of the context fading with long sequences and limited ability to work via parallel processing
Regression: A statistical method used to fit models to data, commonly used to find optimal parameter values
Reinforcement Learning (RL): A training strategy where models learn through trial and error, receiving rewards or penalties based on their performance. This can be used in situations where traditional training data is insufficient or ongoing adaptation is required. Example: AlphaGo's training involved rewarding winning strategies and penalizing losses. Self-driving cars use RL by receiving rewards or penalties based on maneuver success.
Reinforcement Learning from Human Feedback (RLHF): A variant of RL where human feedback directly influences the training process, guiding the model's learning
Responsible AI is an emerging area of AI governance covering ethics, morals and legal values in the development and deployment of beneficial AI. As a governance framework, responsible AI documents how a specific organisation addresses the challenges around AI in the service of good for individuals and society.
Retrieval-Augmented Generation (RAG): A technique where AI models enhance their responses by cross-referencing with up-to-date external data sources to improve accuracy
Robotic Process Automation (RPA): Use of easily programmable software (“bots”) to handle high‑volume, repeatable, rule‑based tasks previously done by humans.
Rule Based AI: AI models that operate on predefined rules set by developers
Small Language Models (SLMs): Smaller, more efficient models designed for specific tasks, requiring less computational power than larger models
Supervised Learning: A machine learning approach where the model is trained on a dataset containing inputs paired with correct outputs
Temperature: A factor in LLMs that introduces randomness into the decision-making process, affecting the selection of output tokens.
Token: The smallest unit of processing in many LLMs, varying from parts of a word to entire words.
Training Set: The dataset used to train a model, allowing it to learn from known input-output pairs.
Transformer: A neural network architecture that uses attention mechanisms to dynamically focus on different parts of the input data, suitable for large-scale and complex tasks like those needed in LLMs. Introduced in 2017, addressing both memory retention and scalability (can be parallelized). This utilizes “attention” mechanism to focus on relevant parts of input data, enhancing processing efficiency. It is dominant architecture in modern LLMs due to its suitability for handling lengthy text sequences.
Tree of Thought (ToT) Prompting: In ToT, the AI explores multiple possible reasoning paths simultaneously, evaluating different strategies before choosing the best solution. This method allows for greater flexibility and optimization in complex problem-solving. Example: The AI may explore different approaches to crafting a marketing message for an eco-friendly product, focusing on various aspects like affordability, sustainability, or innovation.
Underfitting: This happens when a model cannot learn the underlying patterns in the training data, resulting in poor performance on both training and test datasets. It is typically caused by high bias, where the model makes overly simplistic assumptions about the data. Examples include using a linear model for a non-linear relationship or a shallow decision tree for complex data. Symptoms of underfitting include consistently high errors across training and validation sets. Common causes are insufficient model complexity, inadequate features, or poor data quality.
Unsupervised Learning: Training method using datasets without predefined labels, allowing the model to identify patterns or structures independently. Useful when labeling data is impractical, or the nature of the problem does not permit predefined outputs. Example: customer segmentation models group profiles based on detected patterns without prior output labels
Zero-Shot Learning: Ability of a model to perform tasks it has not been explicitly trained to do.
Dec 22, 2025
Good interview questions for Social Impact / Development Sector
- Tell me about yourself
- What are your strengths?
- What is your weakness?
- Why should we hire you?
- Why do you want this role?
- Where do you see yourself in five years?
- Why are you leaving your current or previous job?
- Why have you changed jobs multiple times?
- What do you know about our organization?
- How do you measure success or impact in your work?
- Describe a major challenge or toughest decision you’ve faced
- Tell me about a time you failed or missed a deadline
- Can you handle high-pressure situations?
- How do you prioritize tasks?
- Describe your work style
- What does leadership mean to you?
- How do you balance speed vs quality in execution?
- What would you do in your first 90 days in this role?
- What are your salary expectations?
- How do you manage multiple deadlines or multitasking?
- How do you deal with conflict or disagreement in a team?
- Describe your management style
- Tell me about a time you took initiative
- Tell me about an idea or innovation you introduced
- What steps did you take to implement your idea?
- Describe a process problem you identified and improved
- Describe a project implemented largely because of your efforts
- Tell me about a time you went beyond expectations
- Describe a situation where you positively impacted someone
- How do you motivate an unmotivated team?
- How do you ensure accountability in large or distributed teams?
- Tell me about a time you influenced stakeholders without authority
- Describe a decision taken with incomplete information
- Tell me about a time you had to say “no” to a senior stakeholder
- How do you react to setbacks or failure?
- How do you stay motivated after setbacks?
- Which role satisfied you the most and the least, and why?
- What are your career and life goals?
- How easy is it for you to change your mind when you’re wrong?
- How much do you learn from failure?
- How quickly do you learn new things?
- How comfortable are you letting others take the lead?
- How long will you push a project before pivoting or stopping?
- What processes or techniques help you be effective?
- What is your ideal work environment or culture?
Oct 10, 2025
AI Prompt Templates for Students
Are you looking for ways to get more out of AI tools like ChatGPT or Gemini, or Perplexity? Let us learn about prompt. A prompt is a written instruction or command that directs the AI to perform a task. Mega-prompts are great when you already have all the information on hand and need a direct output without much back-and-forth. Prompt chaining is useful for more complex tasks that may require clarifications, multiple revisions, or when you need to probe deeper into specific details.
Today, I will share a set of expertly crafted prompt templates designed for making your interactions more productive and your output sharper. Try these prompts in your next AI query and watch your work improve with better clarity, deeper insights, and faster progress.
Teaching and Breaking Down Concepts
- Imagine you’ve spent 20 years mastering [industry/topic]. Explain its fundamentals to a complete beginner, using simple analogies, clear logic, and step‑by‑step breakdowns.
- Teach me [skill/topic]—use metaphors, stories, and examples. Pause to quiz me so I can test my understanding.
- Deconstruct [topic] into its essential principles. What must someone know first, and how do these ideas build upon each other?
Collaborative Thinking Partner
- Act as my strategic thought partner. I’ll share [idea/problem], and I want you to challenge assumptions, uncover blind spots, and help me sharpen it into something far stronger.
- Help me stress‑test this idea by asking tough questions, highlighting weaknesses, and pushing toward a 10x better version.
Context-Driven Tasks
- Using [context], generate [output] about [topic] that achieves [goal].
- From this [context], create a structured summary that highlights key points and their implications for [goal].
- Break down [context] in plain, accessible language so that even a layperson can follow.
- Analyze [context] by dissecting its main parts and showing how they connect.
- Evaluate how well [context] meets [criteria]. Weigh its strengths and weaknesses in this regard.
- Compare [context A] with [context B]. Highlight core similarities, differences, and any surprising overlaps.
- Blend features of [context A] into [context B] to achieve [goal].
Improvement and Composition
- Suggest ways to strengthen [context] so that it better supports [goal].
- Write a [type of content] that communicates [context] to [audience] in a clear and engaging [style].
Feb 10, 2020
Job Portals for Development Sector
1. Database for NGOs / Development / Social Impact Sector
2. http://www.ngobox.org/joblisting.php
3. http://www.nextbillion.net/jobsfeed.aspx
4. http://www.globalcharityjobs.com/Jobs_board
5. http://www.idealist.org/search/v2/?search_type=job
6. http://jobs.thegiin.org/jobs
7. http://www.iimjobs.com/k/ngo-jobs-133.html
8. http://www.jobisjob.co.in/mumbai/ngo/jobs
9. http://www.jobsforgood.com/jobs.html
10. https://www.indeed.co.in/jobs?q=NGO&l=India
11. http://www.careesma.in/jobs?q=ngo&lc=India
12. http://www.devnetjobsindia.org
13. http://www.indevjobs.org/
14. http://www.karmany.org/jobs
15. https://www.devex.com/en/jobs
16. http://www.thebetterindia.com/jobs/
17. http://opportunitydesk.org/
18. http://www.sams.co.in/
19. http://www.skillfiles.com/
20. http://reliefweb.int/jobs
22. http://www.heysuccess.com/scholarships.html
24. https://netimpact.org/jobs
25. http://jobs.yourstory.com/jobs/listing
26. https://philanthropy.com/jobs
27. http://www.comminit.com/job_vacancies
28. https://www.internationaljobs.org/
29. http://www.aidboard.com/
30. http://oneworld.org/jobs
31. https://ngojobboard.org/
32. https://careers.internationalmedicalcorps.org/careers.aspx
33. http://globalhealthgateway.org.au/jobs
34. https://www.developmentaid.org/jobs/search
35. http://jobs.one.org/
36. http://restlessdevelopment.org/Vacancies
37. http://development-jobs.org/
38. http://unjoblist.org/
39. http://unjobs.org/
40. https://globalnomadic.com/
41. https://www.glassdoor.co.in/Job/india-ngo-jobs-SRCH_IL.0,5_IN115_KE6,9.htm
42.http://www.jobspublichealth.com/topjobs.html
43. http://www.bsr.org/en/careers/job-openings
45. http://jobs.justmeans.com/
46. http://acre.com/jobs
47. http://socialgoodjobs.org/
48. http://commongoodcareers.force.com/careers
49. http://ande.site-ym.com/networking/opening_search.asp
50. http://www.headhonchos.com
51. http://www.bridgespan.org/careers-at-bridgespan.aspx
52. http://www.bridgespan.org/Nonprofit_Jobs/Search_Jobs.aspx
53. http://www.awid.org/get-involved
55. https://app.trialect.com/
56. http://www.escapethecity.org/opportunities
57. http://placementmaee.weebly.com/
58. http://us9.campaign-archive1.com/
59. https://govtify.weebly.com/home/resources-for-indian-social-enterprises-and-ngos?
60. http://usascholarships.com/category/scholarships/
61. https://hiring.accolo.com/start.htm#JSHome
62. http://www.cghr.org/opportunities/new-opportunities/
64. https://www.thoughtworks.com/careers/browse-jobs
67http://chp.tbe.taleo.net/chp02/ats/careers/searchResults.jsp?org=SOCIIMPA2&cws=1
68. http://www.aspph.org/jobs/
69. http://publichealthjobs.org/
70. http://www.globalhealthhub.org/jobs-grants-listings/
71. http://www.bdkeller.com/resources/
72. http://thepalladiumgroup.com/jobs
73. https://www.f6s.com/jobs
74. http://socialenablersjobs.org/index.php
75. https://www.impactpool.org/search
76. https://jobs.statnews.com
77. https://www.grb.uk.com/experienced-graduate-jobs
78. http://www.globalrecruitment.net/positionsavailable.html
79. https://info.lse.ac.uk/current-students/careers/resources/type-of-organisation/think-tanks
80. https://chm.tbe.taleo.net/chm04/ats/careers/jobSearch.jsp?org=DAINC&cws=1
81. http://careers.coffey.com/cw/en/listing/
82. http://www.humandynamics.org/en/work-with-us-list
83. https://www.devj.org/jobseeker/search-jobs/?_sft_country=india
84. https://www.rovingbandit.com/p/international-development-jobs.html
85. http://www.cosmopolitalians.eu/international-development-jobs
86. https://www.eadi.org/jobs-internships/
87. https://www.internationalink.net/index.php/open-positions
88. https://www.eldis.org/jobs
89. https://www.intjobs.com/jobs/development_aid
90. https://www.internationalink.net/index.php/resources
91. https://www.globalhealthjobs.com/
92. https://80000hours.org/job-board/
93. https://www.facebook.com/groups/790305567745195/
94. https://www.bamboocrowd.com/jobs/
95. https://designgigsforgood.squarespace.com/job-board
96. http://www.tembogroup.org/careers
97. https://jobboard.globalhealth.org/jobs?keywords=India&sort=score&
98. https://ssphplus.ch/en/news/jobs/
99. https://www.mcgill.ca/epi-biostat-occh/employment
Jan 21, 2020
Job Portals for International Development
- Charityjob (UK)
- Idealist (General + Global)
- Impact Pool (General + Global)
- ICT4DJobs (tech + Development)
- SID-W (Development)
- Humentum (Development)
- Devex (Development)
- GlobalJobs (Development)
- UNJobs (Development + Humanitarian)
- ReliefWeb (Humanitarian Assistance)
- ALNAP (Humanitarian)
- PCDN (Social Impact )
- NGOJobBoard (US Nonprofit)
- NationalNonprofits (US nonprofit)
- NTEN (Nonprofit + Tech)
- RezScore (Nonprofit)
- Commongood (US Nonprofit)
- Chronicle of Philanthropy (Nonprofit)
- BOND (Europe)
- Eurojobs (Europe)
- Third Sector Jobs (UK)
- CharityVillage (Canada)
- Ethical Jobs (Australia)
- Scout Jobs (Australia)
- Matteria (Latin America)
- NGOJobsInAfrica (Africa)
- UNDP Jobs (Asia)
- Next Billion (Global)
- Devnetjobs (Global)
Tip: When looking for jobs and career growth opportunities in the sector, including the latest hiring trends, Warren’s top piece of advice is to “follow the money.” A donor agnecy is always more worth than a grassroot agency in professional exposure, salary and even office culture.
Also, Database for NGOs / Development / Social Impact Sector is available for those who are interested in India.
Jan 14, 2020
Database for NGOs / Development / Social Impact Sector.
I have a small experience in recruitment and that has got me thinking that access to information is having a detrimental effect on talent distribution in the development sector. The social sector needs democratic inclusion rather than oligarchic dominance by a few top national-level colleges and a selected network of fellows. Hence, I am sharing the database of names of organizations engaged in the social impact sector.
- Development Management Professionals looking to network
- NGO Practitioners hoping for a better salary
Jul 23, 2019
Industry Connect Talk
Career or academic goals may vary from time to time yet few qualities always help in gaining new heights. These three qualities were insights of a colleague (Subash Kumar). These are: Relationship Management, Deep commitment to Work and Always remembering 'Bad times will last longer than good times'. Interaction with students was really good but student debt was on the mind of each & every rural manager.
PS: I am sharing a paper by Dr. Michael Halse depicting an academic history of rural management domain. This will also bring historical context into perspective for millennial. “A new institute of rural management – and a new developmental discipline?”
May 20, 2018
Development Consultants - Retention
- 360 Degree Feedback: Development consulting firm must set a good example of managing candidate expectations by clearly defining and communicating the job role while also developing an exposure program for the new recruit. This must includes performance in probation period, annual salary increment, leave policy etc.
- Fairness in Appraisal: The most averted topic always come to haunt the enterprise during this phase. Fairness is the essence of justice. When the appraisal happen in a partisan manner and often whim of CEO, there will be disgruntled consultants.
- Intrapreneurship is the biggest opportunity for the managers, and can be instrumental in bringing big rewards. The monetary incentive to bring the business and client delight must be top priority for the development consultant. Such intrapreneurs must provide support the firm to start new ventures under the umbrella of the parent organization.
- Overburdening the development consultant with many consulting projects without offering a substantiate reward/ promise of the reward is a regular practice in development consultancy firms. This can't be brushed under the carpet as learning curve only. The burnout is a major reason to break away from the organization.
- Flexible hours: Development consultants want to have more flexibility in their working hours and remuneration packages than a pay increase. This can be introduced successfully in organizations by converting to the “total cost to company” concept and where the different generations and individual development consultants can choose to work less hours or condense their hours as well as how much of their remuneration packages is allocated to the various benefits and allowances made available by the organization.
- Work from home: While permitting flexible timings of work including permission to work from remote location must be encouraged. Encouraging development consultants to have a ‘work from home’ day at-least twice a week will be a great motivator. Many development consultants end up putting in additional effort on these days as well.
- Stock options: Equity in the organization is key factors in managing senior management talent. In other words, they create a sense of ownership in their development consultants who has shown loyalty and participated in the revenue of the firm.
- Volunteer Experience: Encouraging development consultants to work in other organizations for short term and get more hands-on experience for develop new skills/network can be used by the firm.
- Mentoring and career growth planning is important for middle and junior management. The insight into mentor's expertise by receiving critical feedback in key areas, such as communications, interpersonal relationships, client management, technical abilities, and leadership skills must be done in official manner. Gaining knowledge about your organization's culture and unspoken rules that can be critical for success and; therefore, adapting more quickly to your organization's culture.
- Access to Professional Network: Professional networking opportunities like conferences, mentoring, or even secondment to other parts of the organization, where they can get deeper insights into the work the organization does, and the difference it really makes. Networking with a more influential development consultants and donors always help in developing professional network of the consultant.
- Visibility: Everyone wants to work with a star performer. The drive of HR Manager must be for making a consultant into star performer. Fundamentally, opportunities and visibility creates a positive loop – visibility increase faster if one work on more opportunities; and one is picked for more opportunities if one has a higher visibility. The recognition of the peers is often greatest motivation factor in the ecosystem of organization.
Apr 26, 2018
Development Consultants - Hiring
The sure way to build pipeline of talent is to build good relationships with one or two recruitment partners who can provide access to quality talent and help benchmark against the industry. The recruitment process must also include advertising the post through personal networks, asking colleagues for recommendations, or encouraging particular consultants to apply. Referral is the proof that the culture and profile of the organization has positively impacted life of employees. Getting referred candidates is an important part of the process and although this does not make it a more open procedure it provides an element of cross-checking. It is important to know if someone is recommending a consultant or just passing information to their contact details.
One must look for a generalist while hiring a development consultant for the middle and lower ladder of the management. The expertise is to build slowly in the young recruit over the years. Some skills are needed in all consultancy work and may be as important as specific areas of knowledge or experience. For example, the ability to understand a situation quickly, to get on well with people and, perhaps above all, to be able to write quickly and clearly. In most cases of consultancy, knack for networking, budgeting and writing skills are crucial for a junior consultant. A Development Consultant needs to demonstrate capability:
1. Technical skills which are specific to the sectors
2. Business Communication and Interpersonal skills, which apply to all situations
3. Consulting skills, which apply to the requirements of each consulting phase
4. Relevant Work Experience (Consulting) or even Project Implementation
5. Lead Generation for Business Development and Networking
6. Extra: Local Activism, Volunteer Activities, Data Analysis & Quantitative Skills
The screening of the candidates can be done on the parameters given above in the resume. Screening resumes usually involve filtering based on the role’s minimum and preferred qualifications. The biggest challenge of screening resumes by far is volume. The recruitment process must be designed in four stages.
1. Communication Skills through Telephonic Interview
2. Quantitative Skills through Small scale B-Plan/ Budgeting
3. Analytical and Technical Skills: Analysis through a case study
4. The Last round should be Interview: Career vision, leadership, and team building
Even an organization will always put credence in analyzing track records and relevant experience, reviewing written reports, and talking to referees. But it is in the interview where chemistry is established and essential intangibles like passion, adaptability, and fit are determined. The trick is to hire mix of star and undervalued people and then give them proper leadership, guidance, environment and tools. Star will give you stellar performance for a short period of time (1-2 Years) while an undervalued person will deliver tremendous loyalty and above average performance when given proper mentor-ship and supportive structures. Hiring an undervalued consultant is not about promoting incompetence but the same as buying good stocks at a low worth.
Whenever you question the investment in hiring, always remember a great vision without great people is irrelevant. Good development consultants are expensive. As they say, If you pay peanuts, you get monkeys.
Jul 4, 2017
Fellowship or MBA in Development Sector
1. Academia: Most candidates become largely irrelevant in running social enterprises by putting effort to keep themselves either too much academic or searching for degrees from premier colleges. B School always provides a broad base knowledge base than that is gathered in classroom training of Fellowship.
2. Seeking Experience - The grassroots experience is a must before jumping into solving an issue as one has to acknowledge the gap between ideology and lived experience. Fellowship experience will be much more diverse and fruitful than 2 years in MBA school.
3. Network Effect - The number of students enrolling and attending the MBA is much more than the fellowship program. There is an inherent advantage due to networking in the majority. The majority and minority are about positions in the career ladder, not numbers alone. Yet old institutions have good alumni networks required to establish oneself in employment markets.
4. Future Study Abroad: A full-time MBA program gives a base through academic rigor. MBA schools in the development sector refine skills by having options like IRP/Mini Thesis on chosen topics. This forms a launch pad for students looking for opportunities to study abroad in courses like Public Policy and Public Administration.
5. Peer Quality - Applicants for both go through assessments like Reasoning, Aptitude Tests, Group Discussions or presentations about a subject related to the development sector, and a face-to-face interview. The focus is more on the quantity rather than fit in MBA. Hence, many dedicated and like-minded peers will be more likely to be found in the fellowship program.
6. Content of the Program - The content of both is nearly the same with different weights to the mix of NGO Visits, Classroom Experience, Village Studies, & Leadership Activities. The exposure to different ideas is much limited in fellowship but the depth of the program helps those people who had already made choices for the career goal.
7. Social Entrepreneurship - SE is a combination of both thorough knowledge and action-driven attitude. The fellowship is a much-preferred way to effectively diagnose risk aptitude and aspirations. The fellowship gives a lot of independent thinking and supports entrepreneurship through business skills training, etc.
8. Leadership Development - The leader-centric functioning of nonprofits has always doomed the development sector but this is a less talked phenomenon in the classrooms. But even various theory of Leadership (Analyst, Architect, & Strategist) doesn't come much good in real life. Fellowship provides a direct opportunity to interact with Non-Profit leaders who are taking tactical and strategic decisions in handling the resources.
Prestigious Fellowship in India
1. Transforming India Initiative
2. Teach for India Fellowship
3. Legislative Assistants to Members of Parliament (LAMP) Fellowship
4. William J Clinton Fellowship
5. Gandhi Fellowship
6. Azim Premji Foundation Fellowship Program
7. Ashoka Fellowship
8. India Fellow Social Leadership Program
9. Indian School of Development Management (ISDM)
10. Deshpande Fellowship Program
11. Pradan
12. Young India Fellowship
MBA Option: Private MBA-School has a pure market orientation since higher infrastructure and faculty cost can't be covered with lower admission fees and lower batch sizes of students. Subsidized education at public institutions like IIFM and IRMA gives a much better option to start fresh and new as a development professional. Let us cross-examine the private & public institutions in rural management.
Rural Management of Xavier University Bhubaneswar will cost around INR 15 Lakh (Program fee - INR 11 Lakhs, Development Fund: INR 1 Lakhs, Boarding and Lodging Expenses: INR 1.76 Lakhs, Course Material, IT, Alumni & Placement Expenses: INR 1.4 Lakhs). The highest domestic salary stood at INR 11.00 Lakhs per annum. The average annual compensation stood at INR 7.32 Lakhs per annum. The Median annual compensation stood at INR 7.00 Lakhs per annum. The high-end jobs belong to Banking and Rural Marketing sectors. So even with 20% of the savings from the average income, it will take almost 10 years to repay the loan here. These high fees have been dissuading young students from studying in private institutions to make a career in the development sector. Even public institutions like IRMA will cost around INR 12 Lakh (Program fee - INR 9.5 Lakhs, Activity Charge- 0.6 Lakhs, Boarding and Lodging Expenses: INR 1.5 Lakhs). The average annual compensation stood at INR 10.22 Lakhs per annum. So, with the same logic, it will take a minimum of 5-6 years to repay the education loan.
I assume that appropriate candidates for fellowships are freshers with 1-2 years of experience and mid-career professionals who have a commitment to public service, leadership traits, and the potential for professional advancement. The unexperienced students must prefer public institutions like XISS, TISS or IIFM otherwise choose fellowship over private MBA institutions. The burden of a loan restricts a professional in long-term decision-making and financial freedom. Mostly, aspirants engaged in the job or college hadn't enough time to think without peer pressure, analyze the career and work out what is vital to get the best out of oneself. But, in the end, one has to think deeply, discover options, and take bold yet pragmatic decisions before making a career in the development sector.
Jun 9, 2017
First Time Manager
Skill development It is always expected to have basic skills to conduct meetings, reviews, analysis, and communication skill. There must be always focused on developing self-capacity to increase productivity. This includes a small task of planning for day work in hours to being updated with the latest know-how in the field. Work on your written and verbal communication skills to become more appreciative and acknowledging of your coworkers.
Ask for Trouble- Effort is important but where to put effort distinguishes achievers from hard workers. It is important to get your hands dirty by taking over troubled account or project. The problem can be varying from small communication gaps to a series of missteps. Learn about the root cause of the original problem. Why previous attempts to turn things around were unsuccessful?The solution approach helps in understanding the nature of business development and service quality of the organization.
Understand Business- It is always beneficial to spend some time with senior management. The process to design strategy, decision making and contribution are widely learned in this process only. Consumer behavior, public policy, and external environment are constantly changing and managers ability to anticipate and respond to these changes is vital to the top leadership.
Networking - The meaningful connections with teammates, clients, and supervisors is relationship building in the simple and effective form. It is always better to have network spread across age, sex, ranks, department, and alumni network. This involves regularly answer to emails and returning phone calls, engaging with employees in the hall and break room. Be Assertive, Admit when wrong and Make promises what you can keep.
Managing Team - Make sure that same rule is applied for everyone. If a manager seems to be close friends with just one or a few members of a team — to the exclusion of others — this could be a case of playing favorites that could easily escalate. Any manager that checks in with individuals on time utilization far more than necessary is likely a micro-manager.
Decision Making - It is always better to be consistent and a bit of flexible on decisions, responding emails, approach towards a problem, in monitoring team progress. The reputation of the person flip-flopping under pressure decays rapidly. Never fall into a meeting trap, in which meetings are routinely and unnecessarily convened, because constantly meetings for “input” or to consult about an issue could signal a problem with indecision.
It is important to never lose sight of the basics. Sportsmen are the best to emulate on the competition and positive attitude. Regardless of their ranking, they train regularly to strengthen and refine their basic techniques. It is important to understand what really matters to someone, whether an entry-level team member straight out of school or a veteran employee. A manager must seek to understand what each people in the network really care about. This may sound obvious, but in the midst of pressure for deliverables, it’s often forgotten.
The working culture, beliefs, and attitudes prevailing in the organization dilute individual beliefs in most of the cases. There will be a lot of unknowns when one is naive and young: Do I belong here? Am I good enough? There's a lot of proving to do along the way, to yourself and to those around you. Sometimes you need a bit of success to just say: I actually belong here!
Please read 10 Challenges That Every First-Time Manager Will Face by Jacob Shria for more such gyaan.
Mar 20, 2017
Job Search in Rural Management Domain
I have faced difficulties as a job seeker looking for the right job and even knowing name of various companies/ organization of the rural management domain. It is best to choose a target employers where one would like to work, and focus your efforts on those jobs and employers. I have compiled list of organizations apt for a rural management professional that will assist one in reaching the right and targeted organizations easily.
This database will come in handy to the development professional, current students and alumni of XIMB, XISS, EDI, XIDAS, IRMA, VAMNICOM, Amity University, TISS, KSRM, IRM, IIFM, IIHMR, NIAM, GBPSSI, BIMT, NIMT, IISWBM, NIRDPR & TERI University.
Please provide feedback for any company and organizations not mentioned here.
Learning of the Day: It is important to negotiate on the salary and consider this as a marathon, not a sprint. Prof. Deepak Malhotra offers 15 pieces of negotiation advice in an informal session for students at the Harvard Business School.




