Over the last one year, several global giants in their respective fields such as Coca-Cola and China Petroleum have changed their CEOs. These companies and several others have made the change due to their reasoning that the older style of management is no longer conducive to the expected disruption across industries. Organizational transformation could be on the business model, operations, work culture, corporate strategy or hierarchy. It is not comprised of a series of incremental changes, but a complete reboot that needs to be sustainable while altering the future course. The Boston Consulting Group (BCG) has been through more than seven hundred such business transformations in recent years, so certain insights have emerged on why some of them have been successful. One tactic followed across the board is that CEOs must strike a balance between near-term and future objectives. Transformative CEOs must also be able to reset investor expectations to be on the bolder side. A clear purpose must be in place for why the efforts must go towards the change. Digitization and agility should be part of the process. The talent recruitment by the CEO must aim at diversity especially towards the top end of the hierarchy. The leadership style must be inclusive of all and be hands-on towards the execution. The study also suggests that almost all entities require a rejig of some sort or the other. Winners may be separated from the others through a set of predictable factors. Usually external hires tend to do better at transformation than internal promotes. During this transformative journey, a sideways glance must be cast continuously on the revenue growth as well. Finally, the CEO must adopt a four-part strategy. These parts will include the preparation for the journey, arranging for its funds, constant improvisation for the future and organizing a sustainable route for long-term performance.Source:

https://www.bcg.com/publications/2017/transformations-people-organization-that-work-why.aspx

Uploaded Date:04 July  2018

One of the best tactics at effective talent management, is to manage promotions in the right manner. This has multiple impacts as the ones promoted tend to be better grounded and those not, feel extra motivation to be part of the pipeline. Such companies are five times more likely to feature in Fortune’s list of the hundred best places to work at. Stock returns too are about thrice the average with lower staff turnover and leaders in productivity. There exist certain steps to be followed during this entire process. First of all, the aspirations the company has need be clarified to the candidate pre-promotion. Then, each time a new post does come up, the leader must actively promote this position. A common grievance among employees is that announcements are made one the promotion is just a formality. Once the decision is made, employees must be engaged towards conviction, so they believe in the choice. A very good practice is to recalibrate with those who didn’t make the cut. Getting them onside will ensure that they will be motivated enough to try and get the jump next time out.

Source:https://hbr.org/2018/01/how-you-promote-people-can-make-or-break-company-culture?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date:22 June 2018

Companies across the board seem to be struggling with their workplace diversity goals. This is particularly true for the STEM fields where only about a fourth of employees tend to be women, and even lesser proportion Hispanic. A management training programme aimed at fostering workplace diversity was developed by a group of researchers from UCAR and NCAR. The programme helps build inclusive teams, identify practices that promote positive workplace culture and stimulate diversity-related discussions. Five key practices emerged that must be replicated to ensure future success of such related programmes. The major focus must not just be on reducing bias, but on positive intervention. Similarly, focus must remain on workplace-related and not personal issues. Employees below the managerial ranks must also be invited for these so that such diversity-inducing views spread wide. There must be continuous conversation so that some segments remain accountable. Flexibility will be needed in content as well as delivery. One needs to steer clear of instances which could lead to reverse-racism of sorts.

Source:https://hbr.org/2018/03/5-things-we-learned-about-creating-a-successful-workplace-diversity-program?utm_campaign=hbr&utm_source=twitter&utm_medium=social

Uploaded Date: 05 June 2018

En number of books have been written and are constantly being written about talent management concepts such as employee engagement, mindfulness at work or building trust. In spite of such literature, these aspects barely seem to be showing any upsurge. This is proven each year by Gallup’s damning statistics where barely thirty percent of the US workforce seems to be positively engaged. One book that has never gone out of fashion or impact is The Leadership Challenge which was published back in 1983. Its effect is so strong simply because it speaks about sharing in the gains with the key stakeholders. A simple message, yet highly effective as put in by a CEO. A recent follow-up study to test this hypothesis was done on experts working in the fields of leadership development and corporate training. The first thing unanimously agreed upon was top priority be put towards developing a company culture. A SLAM model may be put in place to develop this involving- social connection, leadership excellence, aligned culture and meaningful life. A give and take maxim needs to be followed here so that employees are treated just as customers would be. Recruitment must be focused towards service-oriented personnel. All kinds of questions posed to employees, need be reframed to include a “to you”, as that will change the context completely. Finally, companies must put their best foot forward in ensuring diversity at the workplace. This allows a greater set of ideas to permeate in and innovations thrive.

Source:https://www.strategy-business.com/blog/Putting-Humanity-First-in-Our-Organizations?gko=3c982

Uploaded Date:17 March 2018