Friday, July 27, 2012

How you manage the Change?

General perception is that people hate change. I don’t think so, people don’t hate change; they hate the way change is handled and how you are trying to change them.  The first reaction of the change is resistance. The fear of loss makes people anxious. But when you make the change as fun, then people show their commitment towards the change.

I personally see the change in different perspective. It is nothing but finding the problem and fixing it. It is not only about us, but for our customer and every change leads towards our customer value proposition. When you are dealing with younger generation, there is a need to channelize their energy. They want more and they are demanding. Their aspirations are high. Most importantly they are flexible enough. The change is one of the engagement drivers for them.

You have to make the story for effectively managing and implementing the change. It starts from creating a value proposition. The best way is to “brand” the change positively. Employee communication plays a crucial part while discussing about the change. We always see the change in three stages, viz, Pre- Change, During Change and Post Change. All these stages have to be monitored carefully and off course there is a proper procedure.

Opinion makers play important role while implementing any change. Before the project, we should always start speaking positive about the change. People normally are more interested to understand “what is in it for them.” This “wiift” should be communicated properly. New change means new learning opportunities; growth and off course career development. When they understand that the change will open new doors for them, they compete with each other to be the part of change.

During the change, motivation has to be kept intact. As an employee, people expect something from the company.  If people believe that their needs are taken care of, they involved whole heartedly in the change process. 

Every change is a learning process and off course if we have success, we have to recognize the people involved in the change process.

To summarize with I will say change is the opportunity to learn and grow. To make it successful follow the procedure as under:

1)      Spread positive message about the change.
2)      Identify opinion makers and trouble makers and manage them. Opinion makers can play the role of ambassadors. Train them how to communicate the change.
3)      Make it project. Change should the formal process and make it as a project. Nominate project manager and create a team.
4)      Brand the change project through teasers, posters, flyers and through intranet.
5)      Communicate milestones to all employees.
6)      Tackle questions properly.
7)      Celebrate small successes.

It is not the rocket science. After all your experience is your teacher, learn from the past mistakes.

Friday, July 20, 2012

Maruti Suzuki union violence & murder of Awanish Kumar

Violence at Maruti plant is the shame
& will have negative impact on
 industrial  growth.
There are two different & significant news in this week. First news is more perilous which is related to the vandalism by union of Maruti Suzuki and brutal murder of Mr. Awanish Kumar Deo, GM-HR of Manesar plant. The second news is about Rajesh Khanna.

 Automobile companies are more vulnerable to labour unrest. In past, country has witnessed major vandalism by unions. Yesterday I was watching news on Zee business and Gurudas Dasgupta of CPI was commenting on the incident. His comments were purely biased against the industries and he was straight pushing the responsibility of this incident to the Suzuki management. His language was very rude and I think first he should be put behind the bar for such statements. In modern economy, companies are not unfair and I see the companies focusing on labour welfare and up-liftment of workmen. Companies also need good employees and they pay even more than the market. The problem is with the local politics and the mindset of local community towards industries.

They don’t understand that the managers and general managers are also employees of companies. They do not individually responsible for the decisions always. They do what they are told based on certain assumptions. They also have families. Killing somebody is not justified. Unions have strong mass base and they have muscle power. They carry political affiliations most of the times. Union leaders push their own agenda and frankly speaking they do not care about the common workmen.

Issues should be discussed mutually and settled amicably. Industries sometimes do not understand grey colour. For them there are only two colours, black and white. However discipline and productivity is the fundamental requirement and right of the management and should be enforced.   

Responsible union leaders and workmen involved in the above case should be booked without mercy. The act on their behalf is not at all union movement. This is purely the act of goondaism.   Now it is upto the government, how they tackle the issue. If Suzuki decides to shift the plant outside Manesar, the sufferer will be workmen and common people around the area.

Avanish family lost him without any fault. May Lord give Avanish’s family Courage and Patience. Let’s pray for his soul to rest in peace.     
Jindagi badi honi chahiye, lambi nahi!
“Anand mara nahi, Anand marate nahi”, "Jindagi badi honi chahiye, lambi nahi", these are dialogues through which Rajesh Khanna spread the positivity in whole society. The first super star of Bollywood and legend passed away in this week. His films and dialogues taught people how to live the life. Rajesh Khanna was the symbol of liveliness, romance, love and positivity.

May God give Rajesh eternal rest and may his soul rest in peace.      

Sunday, July 15, 2012

Developing leaders around you....

Leaders are like eagles…
They don’t flock - you find them one at a time

This is absolutely true. Lot of companies invest huge amount on leadership development; however it is very difficult to develop a leaders in short span of time. Companies need to invest lot of time and require patience on this. Yes, still I am one of the advocates of such programmes and I personally worked on many leadership programmes.    

It is not just a winning culture or efficient work processes that guarantee corporate survival.  It is a leader with the ideas and ability to motivate and change that is a crucial determinant between success and failure. You can definitely train your guys on managerial skills, however leadership is a psyche. You have to see the spirit and psyche of person to guise the future leader into him.  

If the person knows where he is going, he has the potential to be the leader! Just have the look on following different levels in leadership.

Your leadership level determines attraction level of potential leaders!

Surround yourself with leader - acquiring and keeping good people is a leader’s most important task.  They help carry the load. Mentor potential leaders, grow a leader & grow the organization; they multiply. Leadership flows across and down; seldom up!!

One has to expand one’s leadership skills….

Sunday, July 01, 2012


Identifying and developing Intrapreneur should be
the agenda on HR table which seems to be missing.

Once the leader is successful, then he is widely recognized as a leader. Executives, who are highly paid, not necessarily always make the impact in the organization. Sometimes, top management makes mistake just by hiring the pool of officers for different function based on their previous experience. Sometimes, it is just the responsive action to the market; however they do not add much value in the organization. These executives/officers earn money for them and leave the organization within 3-4 years. They gain their salaries, but organizations do not gain much. This is common among all Industries. The much hype is done while hiring, but then they do not fulfill the expectations.

All these people are from good institute, from good companies. They possess good technical, functional knowledge & good soft skills. Their presentation skills are amazing. Based on the presentations skills, networking skills, they get good positions in the organizations. But the most important skill, they ignored, is Intrapreneural skills. We all know Entrepreneurial skills. However Intrapreneurship is always ignored. It is the skill exhibited by the employees who are working in corporates. Anyone who behaves with entrepreneurial spirit within a large organization can be called intrapreneruar. Though they do not work for themselves, but work for the organization with high ownership and integrity.

Intrapreneurship is one method of stimulating & then capitalizing on, individuals in an organization, who think that something can be done differently and better. Individuals who believe strongly in their own talents and frequently desire to create something of their own.
They want responsibility & have a strong need for individual expression & more freedom in their present organizational structure. Risk taking ability is required skillset in Intrapreneurship.

They mainly exhibit following skills.

They are driven by vision;
They always venture new business ideas, products are services;
They are moderate risk takers;
They are persistent;
They are intuitive and analytic;
They are honest rule breakers;
They face reality; they use feedback.

Intrapreneurs are the internal venture capitalist. They are known for turning an idea in profitable product through assertive risk taking and innovation. It doesn’t matter in which function they work. This can be in sales, marketing, production and even in HR. However this quality is missing in corporate world. Ideas are discussed. But when it comes to implementation or converting that into the reality, they can’t drive the execution. This is mainly known as “knowing and doing gap”.

However it is the culture and HR needs to play the vital role in identifying Intrapreneur in organizations.

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