siddhartha bhattacharjee executive consultant &...
TRANSCRIPT
A Capability presentation from Siddhartha Bhattacharjee
Executive Consultant & Coach
29% Leadership Capability Gap as a measure of preparedness in India– Deloitte Human Capital Trend 2014
15% to 17% leadership positions will remain unfilled / under qualified leaders in India top 500 companies by 2017 - Booz and Co 2013 forecast
89% of leaders in India are worried about the quality of future leaders – Hay Group Survey.
74% of the respondents believe that they have hired graduates with deficient people skills due to lack of choice – Hay Group Survey
WHERE ARE WE HEADING ?
70% of Indian Managers create de-motivating environment – Hay Research BS Apr 2013
2 out of 3 employees are dis-engaged –this costs companies > US $ 500 billion – Gallup
59% of Indian employees want to leave current job – Randstad HR changes 2015
65% of are looking for change to advance career. – Randstad HR changes 2015
50% of employees view excessive workload as stress – unclear expectation, poor teamwork - Towers Watson 2014 Global Workforce study
Teachings accounts for 67% of boss's effect on employees productivity - Kathryn L Shaw Stanford
Professor of Economics - co -author of Value of Bosses.
Engaged employees achieve 3 times more margins - Towers Watson 2012
Top Retention Drivers – why employees stay in existing jobs - Towers Watson 2014
- Good Opportunity for growth 64%
- Good work life balance 51%
- Flexible work Options 41%
- Competitive Salary 37%
GOALS:
• Grow business profitably
• Execute strategy
CHALLENGES:
• High performance and productivity
• People alignment and engagement
• Cross culture leadership
• Rolling out changes
• Managing matrix relationship
HOW CAN I HELP:Make it easy to manage peopleBuild leadership effectiveness
GOALS:
• Staffing and Productivity
• Improving C SAT scores
• Client retention and growth
CHALLENGES:
• Team performance – team cohesion
• Managing Changes
• Upward flow and escalation
• Information overload
HOW CAN I HELP:• Flexible people management • Developing leadership agility
GOALS:
• Grow Key Account Business
• Provide expertise
CHALLENGES:
• Manage internal and external stakeholders - divergence
• Navigate political relationship
• Influencing without authority
• Getting priority from others
HOW CAN I HELP:• Strategic framework for managing relationships• Win – Win engagement • Building interpersonal authority
Your transition into 21st
Century Management
Begins here
How do we change fast enough to stay relevant in a turbulent world?
AGILE
How do we innovate boldly enough to stay ahead of our competitors?
INNOVATIVE
How do we create an organisation where people are able and willing to do their best work?
ENGAGING
TRADITIONAL ALTERNATIVE
* Julian Birkinshaw
TR
AD
ITIO
NA
L
LIBERAL
Hybrid
Rules
Flexible
Context DecidesThis
Extrinsic rewardsLinear Alignment
Intrinsic rewards *Obliquity
BureaucracyHierarchy
EmergentCollective wisdom
* Julian Birkinshaw
ManagersNeed agilityTo respond
Motivation&
alignment
Systems& Decisions
1. Be a good coach2. Empower your team and don't micromanage3. Express interest in team members' success
and personal well-being4. Don't be a sissy: Be productive and
results-oriented5. Be a good communicator and listen to your
team6. Help your employees with career development7. Have a clear vision and strategy for the team8. Have key technical skills so you can help
advise the team.
Source Google Project OxygenReported by Adam Bryant NY Times 12.03.2011
The process of discovery to change
A process view of change
APPROACH AND DELIVERABLES
Behaviour
ProcessKnowledge
and Skill
WHY ? GOAL ALIGNMENT
WHAT ?LEARNINGSITUATION
HOW ?PERFORMANCESITUATION
Discovery : What does it take to succeed in the job ?Direction : Is it meaningful and relevant to one’s aspiration ?Decisions : What trade-offs need to be made ? Worthwhile ?
Deeds : How much of effort and what can be done ?
Persistence : Is it practical to apply on the job ? Loss of image ?Progress : How will I know that I have arrived ?
GOAL ALIGNMENT LEARNINGSITUATION
PERFORMANCE SITUATION
DISCOVERY DIRECTION DECISION DEEDS DEDICATION DESTINATION
Build
Rapport
Clarify
Goals
Analyze
Reality;
Generate
Options
Move Past
Issues and
Roadblocks
Foster
Sustained
Change
Coaching Methodology - The What and How
DISCOVERY DIRECTION DECISION DEEDS DEDICATION DESTINATION
The What
Setting the tone
for leadership
Communications
Organizational savvy
Cross Culture
Identifying core values and principles
Who do you want to be as a leader ?
Establishing positive working relationships with important stakeholders
Proactively networking and building relationships to ensure long-term success
LEADERSHIPAgenda
Your RELATIONSHIP
Agenda
Defining strategic priorities
Outlining short-term and long-term action plans for accomplishing significant results with speed and quality
Your MANAGEMENT
Agenda
Managing time and priorities
Balancing work and family
Maintaining motivation and focus
Your PERSONAL
Agenda
Identifying strengths and weaknesses in the new role
Establishing a development plan to build capabilities where needed
Your LEARNINGAgenda
Some identified needs as of now
Outcome based coaching
VALUE PROPOSITION
Selection Process
Goal Alignment Process
Coaching Process
Progress Review Process
Coaching Bio and experience
profile
Success Profile Competencies
Coaching Plan and Schedule
Review Agenda
Coach empanelment
Concurrence on coaching objectives
Learning Log
Action Plan
INPUT PROCESS OUTPUT
Close out Feedback
Close Out review Process
Completion mail
How my experience can help
I have earned my credential as a professional executive for over 32 years.
Entrepreneur Managerial- Across levels
Business Head- Varied
Consulting- Varied
• Services - CEO• Alliance Partnership
• Sales Manager -DSM• Area Management AM• Profit Center Management -BOM
• Wireless Projects - GM• Manufacturing and Distribution - VP• HR Services –PRESIDENT/CEO
• Client Services -DoCS• Coaching - DoCS• Training - RQM• Business Excellence• Customer Loyalty -NCSM
Buckets of my experience
Sid BhattacharjeeExecutive Consultant
& Coach
About Me
Management and Leadership
Executive Coaching – for change agility, leadership transition, people leadership and self leadership
Sales Leadership coaching – team engagement and development for high performance
Group Coaching – for collaborative high performing teams.
Business Consulting – leading change and adaptive management in VUCA world.
Action Learning – for senior leadership or high potential leaders.
Middle Management Mentoring
Handling matrix relationship
Managing difficult performance reviews
Coaching team for aligned high performance
Building managerial productivity
Adaptive management based on context
Sales Management
Value selling – creating sweet spot based on insight and urgency of change
Holistic client relationship management
Strategic Account Management – prospect intelligence, client engagement and handling politics. resolving problems
fairly , managing difficult buyers.
Sales Performance Support – matching skill to process – for faster outcomes
Sales Management for team managers and Business Directors – when deals don’t move.
Helping today’s anchors to transition as tomorrow’s leaders
SOME CLIENTS
During the third call, based on his questions, I realized the flaw in my thinking. He did not actually present me with a solution, however, what he did is to ask questions to bring clarity in my thought process. It was one of the best three hour investment in a long time.
I would encourage senior managers, CXOs and other senior executives,who need professional guidance about thorny workplace issues,
to reach out to Sid. He will wake you up.
Sincerely,
Ashim RoyCountry HeadStoke Networks
Siddhartha BhattacharjeeW-602, Sacred Heart TownWanowriePune 410040Tel 020 26851444Mob 9960595489
E MAIL [email protected]