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Preparing the Executives for longer
hours of contribution and reliving them
off Stress. Creating a fitment in them with
Sound Body and Mind.
The essence of change is about how to make
change happen, building corporate experience
of successful and unsuccessful change and
providing practical insight in to the process
of change. Even the most
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are highly dependent on the capacity of organization
and the people they lead to produce the changes
they require. This is only by understanding
how people within the organization introspect
their potentialities & align attitudinally
towards the organizational goals. All this
requires with peoples well being as the first
priority. |
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Exemplary performance and WALK the
TALK so that the team takes CHALLENGES and
PERFORMS. Process Corrections due to learning
is an important feature of this activity.
It thrusts individuals to PERFORM and sends
messages to the team that they have to perform
and no other way.
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Transformation:
The pressure brought on the organization by
the business environment changes have contributed
for the transformation of organizational dealings
and the shift is summarized as under:
Power to Idea, Solo to Folk,
Distance to Proximity, short term to long
term,
Inward looking to outward looking,
Segmentation to holistic,
Rudimentary and control to autonomy and
freedom,
Criticism to support, conformity to experimentation,
Secrecy to openness
The transformational issues have imposed
new challenges for the professionals in
the recent past; the challenges are instrumental
in gearing up the speed of changes
The transformational issues have imposed
new challenges for the professionals in
the recent past; the challenges are instrumental
in gearing up the speed of changes
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LEARN - TEACH - LEARN is the theme. People
practice what they learning new and teach
others on their expertise. Things which cannot
be measured cannot be managed effectively”.
Whether the people managing function is erecting
real value to bottom line of organizational
performance. |
| Strategic importance
of work force makes decision about talent
critical to organizational success. Treasures
alone are not sufficient, for measures without
logic can create information overload, and
decision quality rests in the substantial
part of the quality measurements. An important
element of enhanced global competitiveness
is the measurement model for talent that articulates
the connection between people and success
as well as the context and boundary conditions
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Preaching on TEAM BUILDING alone
doesn’t make FEEL through the Process.
Hence activities are simulated and opportunities
are created OUTBOUND so that the participants
Perform, Motivate, HELP others, Guide the
Team to Success. All these are carried out
with PEER RATING and EVALUATION.
Talentship & Team Management: Competency
based talent spotting in the knowledge based
industry as transferred into manufacturing
sectors also.
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three markets that firms must compete within
in order to be successful: capital market,
the customer market/product market, there
is no decision science to measure talent ship
& Team Management even though HR has a
rich set of professional practices. |
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Performance is a variable. The benchmarks
of Performance is also a dynamic stage. Hence
Participants are led through activities which
enthuses them to compete healthily and contribute
as team, taking care of the pitfalls of their
team members.
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Summary
of Some Changes:
Work unit- changes from functional
department to process teams.
People’s role- changes from
control to empowerment
Compensation policy- changes
from activity to results
Values- changes from proactive
to productive Executive
Role- changes from score
keepers to leaders Job
Preparation- changes from
training to education
Organizational structure-
changes from hierarchical to flat |
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Facilitators create stretches and
live through them so that DEMONSTRATED LEADERSHIP
attributes are felt in others. Instill in
participants that contribution is given
more importance than spending time. Train
the coordinators to become Faculties for
the second line training, so that the organization
has continuity of training and coverage
to the maximum of the organization.
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We insist in not rationalizing the point of
contention, but clarity of thinking, Problem
identification, Problem Solving Techniques,
Customized way of applications of SPC / SQC
/ DELPHI tools or EXPERT evaluation techniques
to suit the culture prevailing in the organization.
Ultimately what is required is the CHANGE
for PEPPING the ORGANIZATION on PERFORMANCE
MODE and nothing else.
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The Tomorrow's LEADERS are to be
equipped with the orientation of handling
the Organization as a whole. In addition
to IN BASKET exercises the individuals are
inducted as DESIGNATE PLANT Head's. Value
creation is a key issue as business more
move towards materialistic propositions.
If we have knowledgeable and experienced
work force, the need for supervision diminishes.
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Organization would
like to have more and more knowledge work
force with total empowered teams emphasize
for supervision decreasing. No doubt, the
supervisors will be extinct species one fine
morning, if the trend continues in the business
trend.
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Transactional Analysis of identifying the
stages of the Human EGO states and bettering
the returns in each state of PERCEPTION, ATTITUDE
& MOTIVES etc., were guided . Importance
for Performing and SELF evaluation and Progressive
BENCH MARKING are the key factors of the activity.
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